Did you know? The word “retain” comes from the Latin “retinere,” which means “to hold back.” In today’s workplace, especially here in Nepal, if you’re trying to hold back an employee, you’ve already lost. Real retention isn’t about holding people back; it’s about creating an environment so appealing that they don’t want to leave.
At JDRC, we spend significant time examining the internal workings of organizations. Whether we are in the middle of a consulting project or just having an open discussion with a partner, we’ve found that retention is the ultimate health check. If people are constantly leaving, it often indicates too much friction in the system.
The HR in the Middle Dilemma
This reality became clear during a recent Consultant Meetup at JDRC. We discussed the invisible barriers that often exist between management and staff. One HR professional shared something that really made us think:
“In many Nepali offices, HR is stuck in an awkward middle position. We hear the heartbeat of the employees, but we also see the rigid hand of leadership. When a leader acts out of ego or fails to reflect, they often say, ‘Let them go, they weren’t loyal.’ They don’t realize their own actions caused the problem. HR is then expected to fix the retention issue with a new policy, but you can’t mend a leadership wound with a policy bandage.”
This “let them go” mindset is costly. It’s not just about losing one person; it’s about losing the momentum and trust. When leadership refuses to rethink its actions, the responsibility of fixing things is unfairly placed on HR.
Gen Z: The Early-Stage Explorers
To understand retention today, we must remember that Gen Z is still starting their careers. They are a new kind of workers entering a globalized world. They are not just comparing their boss to the one next door but also to the best workplaces they see online and throughout the globe.
In Nepal, too, this generation is very observant. They look for a workplace that offers psychological safety, regular feedback, and a sense of purpose. Since they are in their early years, they are still testing the waters. During this process, if they find or feel that the leadership is dismissive or the system is unfair, they don’t stick around for decades hoping for change; they simply move on.
They aren’t difficult; they hold up a mirror to the organization and ask, “Is this a place where I can grow?”
The Evidence: Why They Stay
A 2023 Harvard Business Review study on early-career professionals shows a clear trend: Gen Z stays when they feel managerial empathy and career alignment. The research indicates that a supportive, coaching-based relationship with a supervisor is a better predictor of loyalty than a big brand name or traditional perks.
At JDRC, we see this reality every day. Even the most beautiful office in Kathmandu cannot compensate for a rigid culture. While a great workspace might attract talent, it is the quality of leadership that actually keeps them. If daily interactions feel cold, talent will eventually leave.
Reframing the Solution: From Policy to Practice
If retention isn’t just an HR problem, whose is it? It belongs to the entire organization. It requires:
- Leadership Reflection: Retention starts when a leader stops blaming young employees and starts asking, “What is it like to be managed by me?”
- Psychological Safety: Can a junior staff member share a new idea without being shut down?
- Transparent Systems: Are promotions based on merit or just on who is connected to the inner circle?
At JDRC, we concentrate on these root causes. We believe that when leaders move from commanding to coaching, the entire atmosphere shifts. It’s about realizing that a leader’s daily behavior is the strongest retention tool they have.
Conclusion: Retention is Built, Not Enforced
Retention isn’t a task you check off; it’s a culture you develop through small acts of empathy, fair systems, and honest communication.
For Gen Z professionals starting their careers in Nepal, the workplace shouldn’t feel like a cage to escape, but a platform to build on. At JDRC, we partner with organizations to move away from the “let them go” mindset and toward a “let’s grow together” reality. Because in the end, an organization is only as strong as the people who choose to stay.
