Solution
| Retention Approach – Briefly Explained | Similarities | Differences | |
| Realistic Job Previews (RJPs): These give potential hires a balanced view of the job, including both positive and challenging aspects, before they accept the role (OPM.GOV, 2019). | All four approaches aim to improve employee retention by increasing satisfaction and alignment with the role and organisation. Each also requires some investment in time, resources, or cost. | RJPs are mainly used pre-employment or during recruitment (Van Vulpen, E. (2025), unlike others that occur post-hire. RJPs are relatively low cost, but can save time and reduce early turnover. | |
| Induction: A structured onboarding process that introduces new employees to the company, their team, policies, and role expectations (CIPD, 2025). | Like RJPs, induction helps to set expectations, improve early engagement, and support smoother transitions. Both are part of the early employment phase. | Induction is more time- and resource-intensive than RJPs, involving multiple departments (HR, team leads, training). However, it has a strong impact on short-term retention and productivity. | |
| Job Enrichment: Enhancing a role by adding meaningful tasks, responsibilities, or autonomy to make the job more fulfilling (Swain, 2024). | Like reward, job enrichment focuses on motivating employees over the long term and increasing job satisfaction. | Job enrichment requires ongoing effort from managers, is low-cost, but demands thoughtful role design. It is more intrinsic (non-financial) than reward. | |
| Reward: Providing financial or non-financial incentives, such as bonuses, recognition schemes, or benefits to retain staff (Cotton, 2025). | Both reward and job enrichment aim to boost motivation, but reward appeals to extrinsic needs. All four approaches benefit employee morale when used appropriately. | Reward can be high-cost, especially if overused or poorly targeted. It shows quick results but may not address long-term satisfaction like job enrichment. | |
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