Publisher's Note: The Real Work of Retention

SBJ file

Marty Goodnight, Publisher, Springfield Business Journal

There’s never been a bad time to invest in your people.

But this year’s Economic Growth Series data from Springfield Business Journal makes it clear: Workforce development isn’t just a priority – it’s a pressure point.

 Only 23% of business leaders surveyed said they’re not struggling to attract or retain talent. That leaves the vast majority navigating tight labor conditions and seeking solutions that go beyond just filling roles. It’s not surprising, then, that 59% of companies report raising pay, and over half are offering flexible schedules. These are meaningful shifts in response to a changing workforce – and they reflect real investment in culture and care.

Still, one number gave me pause. Just 34% of respondents say they’re offering continuing education or professional development as a workforce strategy. I hope that number is low. I hope it’s underreported. Because if we’re serious about retention, then helping employees grow – through learning, mentorship, leadership development or even simple stretch opportunities – shouldn’t be optional. It should be baked into how we build teams.

At the heart of it all is something the data can’t fully quantify: The connection between a team member and their leader. Gallup’s research tells us that 70% of the variance in team engagement is tied to the manager. That doesn’t mean people are walking out because of a bad boss – it means they’re more likely to thrive, stay and bring their best when they feel supported by the person who leads them.

That’s not a dig. It’s an invitation.

This series is designed to spark conversations – not just about wages and benefits, but about how culture is built and how leadership shows up every day. So, my encouragement to you is the same one I offer our own team: Use this data. Print it. Discuss it. Bring your leadership table together and talk honestly about how your company is supporting the people who show up for you.

Retention isn’t a seasonal strategy. It’s the real work of building something that lasts. And I hope this issue helps you do just that.