As an HR leader your priority during 2022 should be to make your employees feel certain, significant, connected and empowered. Pandemic prompted isolation left many people feeling invisible. Approach employees from a place of empathy. This means that HR leaders must understand that employee performance may be compromised by external factors that hinder an employee from bringing his/her best self to work. Be authentic, communicate with a personal touch, allot time to connect, and respect boundaries. Use surveys, town hall meetings, focus groups etc. to eliminate the disconnect between employer assumptions about the reasons behind employee departure, and the real reasons. Stop guessing and ask. Based on the results, explain what can be implemented. Take the time to explain why something can’t be implemented. Being heard is as important, if not more important to people, than getting every desire met. Value employees by treating them as you would customers. Improve engagement by fostering a recognition dominant culture. Implement a dedicated channel that provides opportunity for employees to cheer one another on. 65% of employees still view home as their office of choice. Keep that choice available. Figure out how employees can accomplish their work and offer hybrid options. Provide employees learning that launches them. Learning that acts as a ladder is much more intriguing to employees. Assess company culture by asking employees about their evaluation of it. Work to employ intention inclusion initiatives. Invest the time in maintaining ongoing inclusion practices. HR leaders, we have our work cut out for us in 2022. Remember, you will reap reward in those whom you invest!