Can One More Software Really Fix the Employee Retention Problem?

Today, you will find no shortage of HR technology, and there is zero doubt that software fatigue exists. Combine that with the constant struggle with employee recruitment and retention, and it's easy to feel frustrated and helpless.

An organization can better develop HR software solutions when it has a strategy. It should start with engagement and end with employee retention. Otherwise, yes, it will get overwhelming. 

And the last thing you want is to use multiple software solutions. A digital employee engagement platform is a prime example of software that can fix employee retention without overwhelming talent or managers.

The Current State of Employee Retention

It's not as easy as pointing out one thing that could improve employee retention within a company. Toxic work culture, digital fatigue, and just plain old frustration are why 40% of the global workforce consider changing jobs.

Another stat that speaks directly to the state of employee retention is that 33% of new hires quit after six months. It means you have 182 days to engage that talent and convince them they are on the right team.

But employee retention goes a little further than just being a stat of who stays and who goes. Retention means keeping employees happy so that they don't want to leave. 

Some say that no software out there will save the day. But, once you sift through the noise, the vision of how you can use technology to engage and retain diverse talent gets clearer.


Oversaturated with Software

The HR technology and software choices are overwhelming, and the pitfalls can cost a company time and money. Mistakes are easy to make when using multiple systems, and more than just productivity suffers.

  • Errors when inputting data.
  • Loss of efficiency, which wastes time.
  • The risk of non-compliance increases.
  • Too many tools bury employees.
  • Glitchy software leads to frustration.

Types of Workflow Software

Ideally, you want software and tech that does as much as possible. But the oversaturation has made it hard to know which ones do what. Again, using multiple systems is never going to lead to anything good. 

Digital employee engagement platform

Toxic work culture is one of the primary reasons that talent considers changing jobs. A digital employee engagement platform offers more than just networking. The most dynamic systems offer a vibrant internal marketplace full of opportunity.

Organizations have to get creative in the age of remote and hybrid work models. An internal talent marketplace promotes new and exciting opportunities for current talent.  

  • First access to short gigs
  • Clear overviews of critical projects
  • Availability of big roles
  • Sales support
  • Volunteer programs
  • Learning new skills
  • Mentorships

Payroll software. 

Most payroll software does three specific things - manages, maintains, and automates employee payments. Without optimal payroll software, you risk compliance issues and running off employees when payroll doesn't go through.

Time and attendance tracking

A manager must first understand that tracking time and attendance isn't about stalking an employee; it is about paying them for their work. 

You need software that will allow employees to clock in and out in different ways, track PTO time, and work with your payroll software. Using individual technology for payroll and attendance will lead to confusion.

Benefits management

A benefits management system, or BMS, does exactly what you think. It keeps up with employee benefits, including health insurance, PTO, family leave, as well as retirement accounts.

Applicant tracking

An applicant tracking system, or ATS, is one of the more critical facets of employee engagement. Too many times, the hiring process turns off a talented recruit. But, a manager that utilizes an ATS has an advantage in the application process.

  • Detailed and exciting job descriptions.
  • Easy application management.
  • It simplifies choosing candidates.


Onboarding should be simple from beginning to end. Most onboarding software has multiple functions in one. For instance, applicant tracking is generally part of the onboarding process so that talent can track the hiring process.

Onboarding software often includes a lot of the mentioned systems, which is what an organization wants. However, not all software is equal, and a lot of onboarding software on the market is in the early stages and sometimes buggy.


With so many softwares on the market, it's important to select one that solves problems relevant to your company.


Sifting through the Software Noise

All organizations are unique in some way or another, and managers are looking for different functions in HR software. But it certainly isn't impossible to find the technology that best suits your needs.


Efficiency means saving money, and automation is the leading way to get there. The more you can eliminate repetitive tasks and manual labor, the more you reduce the chances of human error and employee burnout. Eliminating redundancy streamlines everything for everyone.

Consider Company Size

Most HR decisions are based on company size. Small and medium businesses and entrepreneurs make software decisions according to the number of employees. If you're a smaller organization, it will be easier to develop a software strategy because you will simply need less. A startup will not need the same things as a Fortune 100.

Availability of Mobility

The need for mobility is not going anywhere. By the end of 2022, 25% of jobs will be entirely remote. It means that developing a user-friendly, reliable, and free mobile app becomes necessary, not an option.

Self-Service Serves Everyone

Regardless of size, self-service options are vital to an employee retention plan. Employees want information at their fingertips rather than phone calls, emails, or text messages. It saves managers a lot of time, too.

Types of Workflow Software

Ideally, you want software and tech that does as much as possible. But the oversaturation has made it hard to know which ones do what. Again, using multiple systems is never going to lead to anything good. 


No Short-Term Solutions (are you sure?)

We hear a lot about what can and can't get accomplished overnight. The reality is that organizations must learn from mistakes and move forward with what they've learned.

While you can't snap your fingers and fix a low retention rate problem, you can take steps toward increasing engagement and retention in the short term.

A digital employee engagement platform provides a single pathway toward addressing employee retention by tackling multiple problems with a single software solution.


Digital Employee Engagement Platform

An internal marketplace addresses nearly every concern regarding the toxic culture in the workplace.

Lateral Job Movement Lessens Burnout

Platforms should provide employee engagement, including lateral career opportunities. You will retain more employees if you allow them new experiences because they are less likely to look for them elsewhere.

All employees have different goals. Some strive to climb the corporate ladder, but a good many of them don't. It is not a lack of drive; it is a personal preference not to take on any extra workload. 

Offering employees lateral career opportunities gives employees the freedom to develop new skills and explore exciting challenges. The best talent is more likely to stay when given a chance to move laterally without the added responsibility of moving up.

Corporate Social Events Create Human Bonds

An internal talent marketplace makes listing social events and outside activities easy. A manager can add appealing descriptions and promotions.

It's easy to make fun of social events. But, they work. Employees are far less apt to leave when they bond with one another. If the recent past taught us anything, it is that we actually need to feel part of the team beyond what happens on Zoom.

  • Conferences 
  • Trade Shows
  • Seminars
  • Off-site executive and workplace meetings
  • Company parties
  • Product and service launches

Offering Remote Work Works

Many believe the Great Resignation started with a need, but the trend started before that. It has now become a job requirement for many employees and has made the words remote and hybrid part of the workplace vernacular.

But that isn't enough in today's environment to simply offer the choice. An organization must differentiate itself from other companies with the same remote work policies. One way to stand out is to provide lateral remote or hybrid job opportunities. It kills one bird with two stones by engaging and retaining a loyal employee.

Digital employee engagement platforms work as a base camp for those that aren't in the office. But more than that, it allows office-bound employees to transfer internally without moving to another company.

Predictable Schedules for Front-Line Employees

Employee recruitment and retention sometimes start with something as simple as a predictable or flexible schedule. Shift work is horrible, no matter who you are. And it's evident with worker shortages in retail and fast food.

It's not always possible, but when an organization can offer a schedule that is predictable and at least a little flexible, they see less turnover. When you take into account someone's real-world needs and obligations, you are showing employees that you respect them and reward loyalty and hard work.

Flexible schedules are not possible for all positions. But, a predictable schedule will keep talent from burning out or looking elsewhere.


Start with Structural 

If you're looking for innovation in software, Structural meets all the needs of a digital employee engagement platform. It provides HR with the tools they need, such as payroll and time tracking, while allowing employees access to new job listings and growth opportunities.

Can one more software really fix the employee retention problem?

Structural will let you decide for yourself. You can request a demo in seconds and explore the opportunities the software provides. 

Employee retention strategies work. Maybe not overnight. But, Structural is an excellent first step.

Want to learn how to build an agile & empowered workplace?

Explore Structural