The best long-term strategy to retain employees during periods of high turnover is to provide a flexible work environment (C). At the SPHR level, retention is driven by work design, autonomy, and work–life integration, not short-term financial incentives.
Flexible work environments—including flexible schedules, remote or hybrid work, and autonomy over how work is performed—address core drivers of voluntary turnover such as burnout, work–life conflict, and lack of control. These arrangements improve engagement, satisfaction, and loyalty across diverse employee populations.
Retention bonuses (A) are short-term fixes that do not address underlying issues and may encourage “bonus chasing.” Service awards (B) recognize tenure but do not influence ongoing retention drivers. EAPs (D) support employee well-being but are reactive and insufficient as a standalone retention strategy.
SPHR exam content emphasizes that sustainable retention strategies focus on job design and organizational culture rather than episodic incentives.
References :
HRCI SPHR Exam Content Outline — Functional Area: Employee Relations and Engagement (retention strategies).
HRCI SPHR Study Guide — Long-term drivers of employee retention.
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