How to Get Sh*t Done: Cut the Complexity and Meet Real Employee Needs

Many companies are investing time and resources into a growing cadre of "happiness managers" and "engagement coordinators"—often with one goal in mind: improving employee satisfaction with the ultimate goal of improving employee retention. But let’s face it, building layers of well-intentioned roles won’t solve our core issues if we keep skirting around the basics.

Employee retention is about one thing: accountability. Focusing on what matters to employees and ditching the fluff. We don’t need to “build” more—we need to get closer to the fundamental needs and meet employees where they are. Eryk Klopotowski and I have put together a list of how to execute a streamlined, effective approach that respects employees’ time and keeps them engaged without overcomplicating your org chart.

Problem: Complicated Engagement Strategies that Miss the Point

Many companies are investing in superficial perks and complex happiness leadership roles, thinking that these additions will improve employee retention. But data from recent reports by Gartner and the World Economic Forum suggest otherwise. A lack of clear communication on compensation, career progression, and basic support structures is pushing employees out the door more than the absence of wellness days or quirky office perks. So, why do we keep layering on the extras while ignoring the basics?

The basics include transparency, real support, and tangible recognition. These often don’t require an extra layer of roles but rather demand managerial effort and a more streamlined, human approach. Trying to “buy” employee satisfaction with perks while missing the fundamental communication and support gaps only overcomplicates the process and dilutes the results.

How To Get Sh*t Done: Cut the Fluff, Focus on the Fundamentals

1. Engage with Core Needs, Not Extras

Employees crave clear, consistent communication about their roles, benefits, and career growth. Studies by the OECD and Mercer highlight that one of the greatest factors for employee retention is a straightforward understanding of their roles and available resources.

How To Get Sh*t Done: Instead of hiring more engagement specialists, focus on managers who can explain available benefits clearly, communicate about pay scales and role expectations, and provide genuine career path advice. Empowering frontline managers to do this not only improves transparency but builds trust and accountability at every level.

2. Streamline Communication: One-Source Systems

In a complex ecosystem of apps, channels, and “wellness check-ins,” a surprising amount of information is lost. Gartner reports that 56% of employees feel disconnected from company resources because they’re spread across multiple platforms.

How To Get Sh*t Done: Simplify the communication process by consolidating information on benefits, career progression, and resources into a single, accessible source. Implement an intuitive, user-friendly portal or hub that employees can access for all their essential information without the hassle.

3. Make Recognition Simple and Genuine

Employees don’t need elaborate recognition ceremonies or points systems to feel valued; they need timely and authentic acknowledgment. LinkedIn’s Workforce Learning Report suggests that regular, genuine recognition has a stronger impact on employee satisfaction and retention than any grand gesture.

How To Get Sh*t Done: Train managers to recognize achievements in real-time. Keep it simple but regular—a quick mention in a team meeting or a personal message goes a long way. Real recognition builds trust and aligns teams towards common goals.

4. Refocus on the Benefits that Matter

Compensation continues to be a top concern for employees. According to the World Economic Forum, nearly 36% of companies identify increased pay as a critical factor in hiring and retention. However, employees also value clarity on what their benefits mean and how they can use them.

How To Get Sh*t Done: Instead of adding more perks, communicate openly about the ones already in place. Break down the health benefits, retirement plans, and upskilling programs available, and provide realistic guidance on how employees can make the most of them.

5. Accountability Through Data-Driven Decisions

Too often, companies collect employee data but fail to use it effectively to make meaningful improvements.

How To Get Sh*t Done: Use engagement surveys, performance metrics, and turnover rates to identify what’s really affecting morale and adjust strategies accordingly. A well-designed feedback system can identify gaps in support and retention, allowing for swift, targeted improvements.

Execution: Relentlessly Focus on What Works

Effective execution begins with you. Hold yourself accountable for the process to cut unnecessary complexity. Empower managers with clear, structured communication tools, and avoid hiring layers of roles that obscure core issues. Make it a point to act on real feedback, focus on essential benefits, and remove barriers to transparency.

In a relentless drive for accountability, remember employees don’t need grand gestures. They need transparency, fairness, and respect for their time and contributions. Streamline the experience, make information accessible, and build trust through simple, consistent actions that show employees their needs are understood and met.

We’d love to know what you think and continue the conversation.