{"id":988820,"date":"2026-02-23T11:46:19","date_gmt":"2026-02-23T11:46:19","guid":{"rendered":"https:\/\/notchhr.io\/blog\/?p=988820"},"modified":"2026-02-24T09:25:39","modified_gmt":"2026-02-24T09:25:39","slug":"strategies-for-employee-retention-for-growth","status":"publish","type":"post","link":"https:\/\/notchhr.io\/blog\/strategies-for-employee-retention-for-growth\/","title":{"rendered":"3 Key Strategies for Employee Retention For Growth"},"content":{"rendered":"<div class=\"vgblk-rw-wrapper limit-wrapper\">\n<div class=\"wp-block-rank-math-toc-block\" id=\"rank-math-toc\"><h2>Table of Contents<\/h2><nav><ul><li><a href=\"#the-hidden-cost-of-losing-good-people\">The Hidden Cost of Losing Good People<\/a><\/li><li><a href=\"#what-are-the-key-employee-retention-strategies-for-growth\">What Are The KeyStrategies For Employee Retention For Growth?<\/a><ul><li><a href=\"#culture-is-the-core-of-any-employee-retention-strategy\">Culture Is the Core of Any Employee Retention Strategy<\/a><\/li><\/ul><\/li><li><a href=\"#employee-development-programs-do-not-require-large-budgets\">Employee development programs do not require large budgets.<\/a><\/li><li><a href=\"#strategy-3-use-data-and-technology-to-stay-ahead-of-exits\">Strategy 3: Use Data and Technology to Stay Ahead of Exits<\/a><\/li><li><a href=\"#summary-retention-is-a-growth-investment-not-an-hr-afterthought\">Summary: Retention Is a Growth Investment, Not an HR Afterthought<\/a><\/li><\/ul><\/nav><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"introduction\"><strong>Introduction<\/strong><\/h2>\n\n\n\n<p>Implementing the key strategies for employee retention can be the single most important decision a Nigerian business leader makes this year.&nbsp;<\/p>\n\n\n\n<p>Femi, the founder of a Real Estate firm in Abuja, learned this the hard way. Between January and May, 2023, nine people left his fifty-four-person property firm. His senior sales agents, best valuer, and the operations manager who had been with him since year three all walked out within five months. Two estate sales stalled. A client escalation spiralled. Femi stared at a half-finished org chart one evening and asked: &#8220;Why can&#8217;t I keep good people?&#8221;<\/p>\n\n\n\n<p>That question echoes across boardrooms and SME offices all over Nigeria right now. <a href=\"https:\/\/www.gallup.com\/workplace\/236366\/right-culture-not-employee-satisfaction.aspx\" target=\"_blank\" rel=\"noopener\">According to Gallup, companies with highly disengaged employees experience turnover rates up to 43% higher than their engaged counterparts.<\/a> Staff turnover in fast-growing Nigerian companies is accelerating, driven by brain drain, competitive poaching, and shifting workforce expectations that traditional management styles were never built to handle.<\/p>\n\n\n\n<p>This article explores three proven strategies for employee retention: building culture and employee experience, investing in learning and growth, and using data and technology. Each one, applied consistently, separates companies that scale from those that stall. Femi applied all three, and that is what we\u2019ll be learning today&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"the-hidden-cost-of-losing-good-people\"><strong>The Hidden Cost of Losing Good People<\/strong><\/h2>\n\n\n\n<p>When Femi sat down with an HR consultant to count the real cost of those nine exits, the number floored him.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<figure class=\"wp-block-pullquote\"><blockquote><p><strong>&#8220;Replacing an employee can cost between 50% and 200% of their annual salary.&#8221;<\/strong><\/p><cite>SHRM<\/cite><\/blockquote><\/figure>\n<\/blockquote>\n\n\n\n<p>For his operations manager earning 6.5 million naira annually, the replacement cost alone ran close to 9 million naira before the new hire was productive. Multiply that across nine exits and the damage becomes existential for a mid-sized firm still reinvesting in growth.<\/p>\n\n\n\n<p>Beyond the financial hit, the turnover of employee talent at Femi\u2019s company triggered something harder to measure. The remaining staff quietly updated their CVs. Top performers always have options, and visible instability speeds up their decision to explore them. That is how the staff turnover definition has expanded in Nigerian companies. It no longer just means people quitting. It now includes silent disengagement: employees who stay physically but check out mentally.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"what-one-exit-really-costs-you\"><strong>What One Exit Really Costs You<\/strong><\/h3>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Cost Category<\/strong><\/td><td><strong>Estimated Impact<\/strong><\/td><\/tr><tr><td>Recruitment and Advertising<\/td><td>200,000 to 800,000 naira<\/td><\/tr><tr><td>Interview and HR Time<\/td><td>150,000 to 400,000 naira<\/td><\/tr><tr><td>Onboarding and Training<\/td><td>300,000 to 1,000,000 naira<\/td><\/tr><tr><td>Lost Productivity (3 to 6 months)<\/td><td>25% to 50% of annual salary<\/td><\/tr><tr><td>Knowledge and Relationship Loss<\/td><td>Unquantifiable but significant<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p><em>Every departure carries a hidden price tag. The case for proactive strategies for employee retention becomes undeniable when these costs are added up.<\/em><\/p>\n\n\n\n<p>For Femi, understanding the true cost of attrition was the moment employee turnover reduction became a funded strategic priority, not just an HR conversation.<\/p>\n\n\n\n<p>To see the full scale of how disengagement is impacting Nigerian companies and the practical steps leaders can take to reverse it, explore the complete research report below.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img fetchpriority=\"high\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/notchhr.io\/blog\/wp-content\/uploads\/2026\/02\/image-1024x576.jpeg\" alt=\"REport on the Cost of Disengagement\" class=\"wp-image-988821\" srcset=\"https:\/\/notchhr.io\/blog\/wp-content\/uploads\/2026\/02\/image-1024x576.jpeg 1024w, https:\/\/notchhr.io\/blog\/wp-content\/uploads\/2026\/02\/image-300x169.jpeg 300w, https:\/\/notchhr.io\/blog\/wp-content\/uploads\/2026\/02\/image-768x432.jpeg 768w, https:\/\/notchhr.io\/blog\/wp-content\/uploads\/2026\/02\/image.jpeg 1280w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p><a href=\"https:\/\/notchhr.io\/report\/\"><\/a><\/p>\n\n\n\n<p><a href=\"https:\/\/notchhr.io\/report\/\"><strong>Download this exclusive report<\/strong><\/a> to uncover the real financial impact of disengaged teams and the culture shifts that protect growth.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"what-are-the-key-employee-retention-strategies-for-growth\"><strong>What Are The Key Strategies for Employee Retention For Growth?<\/strong><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"strategy-1-build-a-culture-people-do-not-want-to-leave\"><strong>Strategy 1: Build a Culture People Do Not Want to Leave<\/strong><\/h3>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"culture-is-the-core-of-any-employee-retention-strategy\"><strong>Culture Is the Core of Any Employee Retention Strategy<\/strong><\/h4>\n\n\n\n<p>When Femi asked the staff who stayed why their colleagues had really left, nobody mentioned salary. They talked about feeling invisible. About decisions made above them without explanation. About managers who tracked deal numbers but never asked how someone was doing. About a workplace that celebrated closings loudly and went silent when someone had a difficult quarter.<\/p>\n\n\n\n<p>Femi had built a business. He had not built a culture. In a competitive Nigerian real estate hiring environment, that gap cost him dearly.<\/p>\n\n\n\n<p>Toxic workplace culture is the single strongest predictor of attrition, five times more powerful than compensation in driving people to quit. For Nigerian businesses managing hybrid teams across generations, this matters enormously.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Recognition is a retention tool.<\/strong><\/li>\n<\/ul>\n\n\n\n<p>Femi introduced a simple Friday shoutout in the all-hands group chat. Within six weeks, his HR lead noticed a measurable shift in engagement survey responses. No budget required. Just consistency.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Communication builds trust.<\/strong><\/li>\n<\/ul>\n\n\n\n<p>When Femi\u2019s staff learned about an office restructure through corridor gossip, confidence in leadership collapsed. Femi introduced bi-weekly team briefings and a firm rule: no significant business decision would reach staff through rumour first.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Flexibility signals respect.<\/strong> <\/li>\n<\/ul>\n\n\n\n<p>Back-office and operations staff at Femi\u2019s organisation now work within a flexible start-time window. Explore how<a href=\"https:\/\/notchhr.io\/blog\/flexible-work-arrangements\/\"> flexible work arrangements improve retention and engagement<\/a>, a practice many Nigerian firms are already adopting.<\/p>\n\n\n\n<p>Intentional employee experience design, from onboarding through to offboarding, is how culture becomes consistent rather than accidental.<a href=\"https:\/\/notchhr.io\/blog\/employee-retention-strategies-winning-well-being\/\"> This guide on strategies for staff retention and well-being<\/a> offers practical frameworks Nigerian HR teams can apply immediately.<\/p>\n\n\n\n<figure class=\"wp-block-pullquote\"><blockquote><p><strong>&#8220;Companies in the top quartile for employee experience report 21% higher profitability.&#8221;<\/strong><\/p><cite><a href=\"https:\/\/www.gallup.com\/workplace\/649487\/world-largest-ongoing-study-employee-experience.aspx\" target=\"_blank\" rel=\"noopener\">Gallup<\/a><\/cite><\/blockquote><\/figure>\n\n\n\n<p><a href=\"https:\/\/notchhr.iol\/\">NotchHR<\/a> gives Nigerian HR teams structured channels for feedback, recognition, and communication, supporting staff retention best practices without heavy administrative overhead.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"why-people-really-stay-or-leave\"><strong>Why People Really Stay or Leave<\/strong><\/h3>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Retention Driver<\/strong><\/td><td><strong>Impact Weight<\/strong><\/td><\/tr><tr><td>Strong team culture and belonging<\/td><td>Very High<\/td><\/tr><tr><td>Growth and career opportunities<\/td><td>High<\/td><\/tr><tr><td>Manager relationship quality<\/td><td>High<\/td><\/tr><tr><td>Competitive salary<\/td><td>Moderate<\/td><\/tr><tr><td>Office perks and benefits<\/td><td>Low<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p><em>Compensation gets people in the door. Culture keeps them. Smart hr retention strategies always prioritise the human experience first.<\/em><\/p>\n\n\n\n<p>Six months after Femi began working on culture, three team members who had been quietly job-hunting told him directly they had decided to stay. Not one of them mentioned salary. All three mentioned feeling seen and heard for the first time.<\/p>\n\n\n\n<p><strong>Want to build a culture your team does not want to leave?<\/strong><a href=\"https:\/\/calendly.com\/notchhr\/let-s-walk-you-through-notchhr-b\" target=\"_blank\" rel=\"noopener\"><strong> <\/strong><strong>Talk to a consultant<\/strong><\/a><strong> who understands the Nigerian HR landscape.<\/strong><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"strategy-2-invest-in-learning-growth-and-performance\"><strong>Strategy 2: Invest in Learning, Growth, and Performance<\/strong><\/h3>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"development-is-what-powers-long-term-employee-retention\"><strong>Development Is What Powers Long-Term Employee Retention<\/strong><\/h3>\n\n\n\n<p>When Femi formalised exit interviews, one phrase appeared across four separate conversations: &#8220;I couldn&#8217;t see a future here.&#8221;<\/p>\n\n\n\n<p>His top valuer, five years with the company and one of the sharpest in the Abuja market, left for a competitor offering a structured career ladder and a funded professional certification. Femi had assumed loyalty would hold. What he had not understood is that loyalty is earned through investment, and he had stopped investing in that person&#8217;s growth two years earlier.<\/p>\n\n\n\n<p><a href=\"https:\/\/www.linkedin.com\/posts\/linkedinlearning_94-of-employees-say-that-they-would-stay-activity-6372632932300963840-k9hI\" target=\"_blank\" rel=\"noopener\">LinkedIn&#8217;s Workplace Learning Report <\/a>found employees who feel their company invests in their development are 94% less likely to leave. Femi&#8217;s exit interviews confirmed both findings with painful precision.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"employee-development-programs-do-not-require-large-budgets\"><strong>Employee development programs do not require large budgets.<\/strong> <\/h2>\n\n\n\n<p>The most effective learning cultures are built on continuous, practical growth: mentorship pairings, stretch assignments, and regular performance conversations that go beyond annual reviews. Femi introduced monthly one-on-ones with a standing agenda item on personal development goals. The lift was minimal. The morale shift was immediate.<\/p>\n\n\n\n<p><strong>Succession planning matters in real estate<\/strong>, where client relationships and deal knowledge are deeply personal. When Femi\u2019s operations manager left, the vacuum took four months to fill. Femi now keeps a simple document identifying one potential successor per key role, with a plan to develop each through expanded responsibilities.<\/p>\n\n\n\n<p><strong>Continuous performance management<\/strong> replaces the annual review cycle with ongoing dialogue. Managers who check in regularly and give specific feedback build relationships employees genuinely hesitate to walk away from. Talent management software makes this scalable for Nigerian SMEs without large HR teams.<\/p>\n\n\n\n<p>The<a href=\"https:\/\/notchhr.io\/blog\/employee-engagement-recognition-impact\/\"> employee engagement and recognition impact<\/a> inside a strong learning culture compounds fast. When people grow, they produce better work and refer strong candidates. Femi&#8217;s first employee referral hire came three months after launching his development programme, from a team member who had previously been weighing an exit.<\/p>\n\n\n\n<p>NotchHR supports performance management and goal-tracking for growing Nigerian teams, giving HR leaders visibility into individual progress and enabling richer manager conversations without the paperwork.<\/p>\n\n\n\n<p><strong>Ready to build a structured growth framework?<\/strong><a href=\"https:\/\/calendly.com\/notchhr\/let-s-walk-you-through-notchhr-b\" target=\"_blank\" rel=\"noopener\"><strong> <\/strong><strong>Speak to an expert<\/strong><\/a><strong> about what employee development programs can look like for your business.<\/strong><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"strategy-3-use-data-and-technology-to-stay-ahead-of-exits\"><strong>Strategy 3: Use Data and Technology to Stay Ahead of Exits<\/strong><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"hr-analytics-for-retention-changes-everything\"><strong>HR Analytics for Retention Changes Everything<\/strong><\/h3>\n\n\n\n<p>Femi&#8217;s biggest regret was not the exits. It was that the warning signs had been there for months and he had no system to see them.<\/p>\n\n\n\n<p>His senior sales agent stopped contributing in team meetings in February. His valuer asked twice about the training budget and received vague answers. His operations manager flagged a workload concern in a one-on-one meeting, and it sat unresolved in a notepad for three months. None of it was tracked. By the time resignation letters arrived, every decision had already been made.<\/p>\n\n\n\n<p>Traditional HR approaches to retention are reactive. Someone leaves, leadership scrambles, and exit interviews arrive too late. Modern strategies for employee retention are built on prediction.<\/p>\n\n\n\n<p>HR analytics for retention helps organisations spot warning signals before an employee calls a recruiter. Signals include falling engagement scores, reduced participation in team activities, long gaps between manager conversations, stagnant pay versus market benchmarks, and missed development milestones. Individually, each seems minor. Together, they form a readable pattern.<\/p>\n\n\n\n<p><strong>Key retention metrics every HR team should track:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Voluntary turnover rate versus industry benchmarks<\/li>\n\n\n\n<li>Average tenure by department and level<\/li>\n\n\n\n<li>Engagement score trends over rolling quarters<\/li>\n\n\n\n<li>Manager effectiveness ratings from direct reports<\/li>\n\n\n\n<li>Time-to-fill open roles, since a rising number often signals systemic retention failure<\/li>\n<\/ul>\n\n\n\n<p><strong>Automation also removes friction from the daily employee experience.<\/strong> At Femi\u2019s organisation, leave requests still went through WhatsApp. Payroll queries took days. New hire onboarding was a stack of printed forms with no schedule. Each friction point seems minor in isolation. Together, they communicate one thing: this company cannot take care of its people. HR software in Nigeria that automates these processes eliminates that signal quietly and consistently.<\/p>\n\n\n\n<p><strong>Integrated HR platforms<\/strong> connect people data, performance history, payroll, and engagement signals in one view. This is how workforce management in Africa is evolving, and organisations that adopt early gain a sustained retention edge.<\/p>\n\n\n\n<p>See how<a href=\"https:\/\/notchhr.io\/blog\/strategies-for-improving-employee-retention\/\"> strategies for improving employee retention<\/a> increasingly rely on data-driven decisions rather than instinct. For the full operational playbook,<a href=\"https:\/\/notchhr.io\/blog\/employee-retention-strategies\/\"> this guide on employee retention strategies<\/a> covers the detail.<\/p>\n\n\n\n<p><strong>&#8220;High-performing HR teams are 4x more likely to use people analytics to make workforce decisions.&#8221;<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/www.deloitte.com\/us\/en\/about\/press-room\/high-performing-teams.html\" target=\"_blank\" rel=\"noopener\">Deloitte<\/a><\/li>\n<\/ul>\n\n\n\n<p>Femi implemented an HR platform midway through his retention overhaul. Within ninety days, he had visibility into engagement trends, knew which managers had the strongest retention records, and received an automated flag about a second potential wave of exits before it happened. He responded in time. That employee stayed.<\/p>\n\n\n\n<p>NotchHR provides Nigerian HR teams with an integrated platform combining analytics, performance tracking, payroll automation, and engagement tools, built for the realities of workforce management in Africa.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"from-reactive-to-predictive-the-retention-shift\"><strong>From Reactive to Predictive: The Retention Shift<\/strong><\/h3>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Traditional HR Approach<\/strong><\/td><td><strong>Modern HR with Technology<\/strong><\/td><\/tr><tr><td>Exit interviews after resignations<\/td><td>Predictive analytics before exits<\/td><\/tr><tr><td>Annual engagement surveys<\/td><td>Real-time pulse feedback<\/td><\/tr><tr><td>Manual spreadsheet tracking<\/td><td>Integrated talent management software<\/td><\/tr><tr><td>Generic retention policies<\/td><td>Personalised employee development programs<\/td><\/tr><tr><td>Siloed HR data<\/td><td>Unified people analytics dashboard<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p><em>Modern HR technology closes the gap between what leaders assume and what employees actually experience. Company culture importance and data must work together.<\/em><\/p>\n\n\n\n<p><strong>Want to see how HR analytics can reduce turnover at your company through strategies for employee retention?<\/strong><a href=\"https:\/\/calendly.com\/notchhr\/let-s-walk-you-through-notchhr-b\" target=\"_blank\" rel=\"noopener\"><strong> Explore a walkthrough<\/strong><\/a><strong> of how data-driven retention works in practice.<\/strong><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"summary-retention-is-a-growth-investment-not-an-hr-afterthought\"><strong>Summary: Retention Is a Growth Investment, Not an HR Afterthought<\/strong><\/h2>\n\n\n\n<p>The Real Estate firm today looks nothing like the firm Femi stared at in frustration in 2023. His team has grown from fifty-four to sixty-one. Voluntary turnover in the past twelve months dropped to two people, both for personal reasons unrelated to the business. The org chart is stable. Development plans sit beside every key role.<\/p>\n\n\n\n<p>Getting there required consistent effort on all three fronts. Culture gave his people a reason to feel connected. Growth gave them a reason to stay invested. Data gave Femi and his HR lead the visibility to act before problems became exits.<\/p>\n\n\n\n<p>None of it was dramatic. All of it compounded.<\/p>\n\n\n\n<p>The three strategies for employee retention in this article, culture, learning, and technology, are not separate programmes. They reinforce each other. Culture creates the environment. Growth creates the reason to stay. Data ensures leadership can see what is working before it is too late.<\/p>\n\n\n\n<p>For Nigerian businesses in real estate, finance, technology, or any sector where people are the engine of growth, this is the work that matters most.<\/p>\n\n\n\n<p><a href=\"https:\/\/calendly.com\/notchhr\/let-s-walk-you-through-notchhr-b\" target=\"_blank\" rel=\"noopener\"><strong>Book a demo with NotchHR<\/strong><\/a><strong> <\/strong>and see how Nigerian companies are using integrated HR technology to retain their best people and grow with confidence.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img decoding=\"async\" width=\"800\" height=\"533\" src=\"https:\/\/notchhr.io\/blog\/wp-content\/uploads\/2026\/02\/Key-Strategies-for-Employee-Retention-For-Growth.jpg\" alt=\"NotchHR banner featuring three diverse professionals and growth icons illustrating 3 key strategies for employee retention for business growth\" class=\"wp-image-988825\" srcset=\"https:\/\/notchhr.io\/blog\/wp-content\/uploads\/2026\/02\/Key-Strategies-for-Employee-Retention-For-Growth.jpg 800w, https:\/\/notchhr.io\/blog\/wp-content\/uploads\/2026\/02\/Key-Strategies-for-Employee-Retention-For-Growth-300x200.jpg 300w, https:\/\/notchhr.io\/blog\/wp-content\/uploads\/2026\/02\/Key-Strategies-for-Employee-Retention-For-Growth-768x512.jpg 768w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/><figcaption class=\"wp-element-caption\">3 Key Strategies for Employee Retention for Growth \u2013 How NotchHR helps businesses improve employee engagement, reduce turnover, and drive long-term success.<\/figcaption><\/figure>\n\n\n\n<p><\/p>\n<\/div><!-- .vgblk-rw-wrapper -->","protected":false},"excerpt":{"rendered":"<p>Introduction Implementing the key strategies for employee retention can be the single most important decision a Nigerian business leader makes this year.&nbsp; Femi, the founder of a Real Estate firm in Abuja, learned this the hard way. Between January and May, 2023, nine people left his fifty-four-person property firm. His senior sales agents, best valuer,&#8230;<\/p>\n","protected":false},"author":4,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[7,6,1,49],"tags":[],"class_list":["post-988820","post","type-post","status-publish","format-standard","hentry","category-business-tips","category-hr-tips","category-NotchHR","category-NotchHR-resources"],"_links":{"self":[{"href":"https:\/\/notchhr.io\/blog\/wp-json\/wp\/v2\/posts\/988820","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/notchhr.io\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/notchhr.io\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/notchhr.io\/blog\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/notchhr.io\/blog\/wp-json\/wp\/v2\/comments?post=988820"}],"version-history":[{"count":3,"href":"https:\/\/notchhr.io\/blog\/wp-json\/wp\/v2\/posts\/988820\/revisions"}],"predecessor-version":[{"id":988826,"href":"https:\/\/notchhr.io\/blog\/wp-json\/wp\/v2\/posts\/988820\/revisions\/988826"}],"wp:attachment":[{"href":"https:\/\/notchhr.io\/blog\/wp-json\/wp\/v2\/media?parent=988820"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/notchhr.io\/blog\/wp-json\/wp\/v2\/categories?post=988820"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/notchhr.io\/blog\/wp-json\/wp\/v2\/tags?post=988820"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}