A record 4.3 million Americans quit their jobs in August, according to the Labor Department, and a recent CNBC poll found that half of working Americans want to make a career change. Clearly, the Great Resignation is showing no signs of waning. With millions of jobs going unfilled, job seekers often have more leverage to choose positions they want, rather than settle for anything they can get. Try these strategies to attract – and retain – top talent.

1. Offer competitive salaries and benefits. The average hourly earnings for workers at private companies rose to $30.85 in September, continuing a five-month upward trend, according to data from the U.S. Bureau of Labor Statistics. Now might be a good time to compare how the compensation packages you offer measure up to the competition – as well as prevailing wages in your region.

2. Enable flexible working arrangements. One of the main reasons workers cite for wanting a new job is lack of flexibility. “People are really leaning into flexibility, whether that’s flexibility by location, by when they work, or how they work,” Lorraine Hariton, president and CEO of Catalyst, told CNBC. If you’re not already, consider offering hybrid or remote work options to staff. Laszlo Bock, co-founder of HR consulting firm Humu, told NPR that his firm has found, through extensive research, that a mix of three days at home and 1.5 to two days in the office works best to balance between productivity and employee satisfaction.

The average hourly earnings for workers at private companies rose to
$30.85
in September.
(U.S. Bureau of Labor Statistics)

3. Show your staff they’re appreciated. Beyond wanting more flexibility, the other main reason workers want to leave their jobs, according to Hariton, is a perceived lack of empathy from their employers during the pandemic. “This is especially true for working parents, male or female,” she told CNBC. “They didn’t feel good about the experience, and they’re looking to leave.” Be sure to listen to your employees’ concerns (whether by regular check-ins or more formalized satisfaction surveys), celebrate and acknowledge their successes and thank them for their efforts. Remember: A written thank-you note can go a long way, as well as a thoughtful gift to show appreciation.

4. Measure productivity by value, not volume. According to research by Citrix, 86% of employees say they would rather work for a company that prioritizes outcomes over output. That means avoiding micro-managing how they get the job done, and focusing instead on the quality of their results.

5. Be transparent about challenges and changes. For the companies that were most successful throughout the pandemic, it was about more than merely knowing when and how to pivot. It was also about sharing that clear-eyed vision with staffers and empowering them to offer their feedback and ideas. Being kept in the dark or told to be grateful to still have a job is a recipe for a toxic workplace.

86%
of employees say they would rather work for a company that prioritizes outcomes over output.
(Citrix)

6. Offer learning and career development. This could mean having a robust tuition reimbursement program or setting aside an annual budget for employees to attend conferences or pursue certifications. This will both improve employee satisfaction and provide you with a more well-rounded and cutting-edge workforce.

7. Provide a clear path toward advancement. You want new hires to feel like they’re embarking in a career, not just taking a job. It’s also vital to make sure longtime workers don’t feel like they’re stagnating. Your employees should have a firm understanding not only that advancement opportunities exist, but also what steps they would need to follow to pursue them.