Losing great employees stings.
But when it keeps happening, it’s definitely more than bad luck. It’s a sign that something needs fixing, and luckily, turnover isn’t some mystery.
Today, we’re giving you 14 of the best steps you can take to reduce employee turnover and have your standout workers sticking with you for the long haul.
Why is it so critical to keep employee turnover low?
Employee turnover refers to how often people leave your company, whether voluntarily or not, and how often you have to replace them. When turnover is high, it usually signals a deeper problem within the company.
And make no mistake, losing great employees hurts; financially, culturally, and operationally.
Research from the Society for Human Resource Management (SHRM) shows that replacing one person can eventually cost between 90% and 200% of their annual salary, depending on their role and seniority. That’s not just recruiter fees; it includes lost productivity, onboarding, and time lost while a new hire reaches full speed, which can take up to two years.
Beyond cost, turnover disrupts culture and morale. High turnover often leads to disengagement, lowered trust, and a cycle that drives even more departures. Conversely, when turnover is low, teams feel more secure and invested, in you.
Make no mistake: turnover’s price tag is high. Keeping people engaged is a much smarter investment.
The best ways to reduce employee turnover
So here are 14 tried-and-tested ways to keep your turnover rate down and keep your key players around for the long run:
1. Onboard with intention, not just information
First impressions last, and onboarding is your company’s big debut. But if it’s just a checklist of policies and IT passwords, don’t be surprised when people check out early. A meaningful onboarding process goes way beyond logistics. It functions as the smooth process of giving new hires a sense of purpose, connection, and clarity from day one.
Show them where they fit into the bigger picture. Introduce them to people, not just processes. And make sure they know how their work actually contributes to the mission, not just the Monday meeting.
This early engagement matters more than most companies think. In fact, poorly executed onboarding is one of the hidden culprits behind a high employee turnover rate, and one of the easiest to fix with a little focus from the top.
2. Career conversations that actually resonate
A lot of companies say they care about growth, but a lot of them fail to actually show it. If development only comes up during annual reviews (or worse, not at all), then it’s easy for employees to assume they’ve hit a ceiling.
Real career conversations are forward-looking. They explore personal goals, upskilling opportunities that excite your team, not just the responsibilities they’re juggling today. When these conversations feel honest and structured, they give employees a reason to picture themselves growing with your company.
This sense of career development will quietly shape employee retention in powerful ways. It reinforces that you see your people as long-term collaborators, not just present-day performers.
3. Culture development (with an off-site retreat)
If you’re serious about reducing employee turnover, look beyond perks and policies and focus on building team culture. Not the “we have a ping-pong table” kind of culture, but the real stuff: connection, shared values, and a genuine sense of belonging.
That’s hard to build when everyone’s stuck in a routine. An off-site retreat gives your team space to connect in a new way. It’s where trust forms over shared challenges and new energy breathes life into your company culture.
Here’s what we offer:
- Stress-free transfers? We got you! ✅
- Quality-assured accommodations? Check! ✅
- Engaging team-building activities? Our speciality ✅
- Restaurant reservations? That's on us! ✅
- Expert retreat planning assistance? Of course, we have this covered! ✅
- On-site support, tailored to your needs? Absolutely ✅
Not only this but we also have access to 160+ locations around Europe, APAC, the US, Latin America, and now Africa, meaning the sky is your limit when it comes to choosing the right location for you and your team.
Let your next retreat be the moment your team re-aligns, re-engages, and reimagines what’s possible together. Spaces fill up quickly, so get in touch with us today!
4. Let your benefits do the talking
No matter how inspiring your mission is, if your benefits package whispers “bare minimum,” your best people might start listening for other offers.
Today’s workforce is more discerning than ever. Competitive salaries matter, but so do flexible hours, wellness stipends, learning budgets, and generous time off. In other words: benefits that feel personal. When employees feel supported beyond their output, they’re far more likely to stay, and eventually thrive.
This doesn’t mean blowing your budget. It means taking time to understand what your team actually values, then aligning your perks accordingly. Even small shifts, like mental health days or better parental leave, can signal that you’re in their corner for the long haul.
The more your benefits speak to real needs, the less likely you’ll be scrambling to reduce attrition later on.
5. Stop the “Sunday scaries” with flexibility
If your employees start dreading Monday by Sunday afternoon, it’s a sign that something’s off. While some workplace anxiety is common, a rigid schedule can turn it into full-blown employee burnout. Giving people more control over how and when they work is one of the most effective ways to reduce employee turnover.
Flexibility doesn’t mean chaos. It means trusting people to manage their hours, their environment, and their energy. Whether it’s remote work, flexible start times, or four-day weeks, the message is the same: we care more about results than rigid rules.
When people feel like their job fits into their life (instead of the other way round), they’re far more likely to stay. Less dread. More drive.
6. The “stay interview”: Don’t wait for the exit one
Most companies wait until someone quits to ask what went wrong. But by then, it’s already too late. Stay interviews flip that script. They give employees a safe space to share what’s working, what’s not, and what might push them out the door (before they reach it).
These aren’t performance reviews or satisfaction surveys. They’re honest conversations that say, “We want you here, and we care enough to ask why you might leave.” When done right, they become a powerful way to spot dangerous surprises.
Stay interviews are one of the most underrated employee retention strategies, yet they’re far more effective than a generic engagement survey. The key is consistency and acting on what you learn. If people speak up and nothing changes? That silence will grow louder.
7. Prioritize meaning over meetings
Endless catch-ups. Status updates that could’ve been a Slack message. Calendar Tetris every week. Meetings are meant to connect us, but too often, they drain more than they deliver. One of the smartest ways to reduce employee turnover? Give people back their time, and fill it with purpose instead.
Instead of back-to-back meetings, encourage focus blocks and deep work. Instead of long presentations, try short async updates followed by optional discussions. Employees want to know their time is valued and that their role creates a meaningful impact.
If your team spends more time preparing for meetings than doing the work that matters, it’s time to reset. Let clarity and autonomy lead, and trust your teams to do what they do best.
8. Train for more than the job at hand
If your training stops at the job description, don’t be surprised when employees stop picturing a future with you. Growth-minded people want more than repetitive onboarding. They want skill-building that moves them forward, not just sideways.
Offer training that expands horizons: cross-functional workshops, leadership shadowing, or project-based learning that stretches capabilities. This kind of investment makes employees feel like they’re gaining something real, instead of going through the motions until the next move.
It also plays a direct role in reducing your attrition rate. Many people leave not because they’re unhappy, but because they’re bored. Building skills beyond their current role gives them a reason to stay and evolve within your company.
9. Let managers be the reason people stay
People don’t just quit because of the company. Unfortunately, they often quit because of a bad manager. But with the right support, they can also stay because of them. A strong manager can make even a tough week feel manageable, while a poor one can unravel even the best perks and policies.
Invest in leadership training that teaches empathy, feedback skills, and conflict resolution. Create systems that reward great management, and gather regular feedback so you know which leaders are lifting their teams and which ones need guidance.
When your managers are equipped to lead people (and not just projects), you turn one of the biggest drivers of employee turnover into a powerful retention strategy.
10. Make mental health a cultural priority
Mental health support can’t be something whispered about in the break room or buried in a benefits packet. If an employee is struggling or stressed out, you need to help them heal, so bring mental wellness front and center.
That means offering real support, not just platitudes. Flexible schedules, wellness stipends, access to therapy, and no-judgment mental health days are a great start. But just as important is what you normalize in your culture, such as talking openly about stress and boundaries.
In fact, one of the best ways to prevent employee burnout is to show that rest isn’t a reward, but it’s part of the rhythm of sustainable work. When your people feel safe to show up as humans, they’ll want to stick around as employees.
11. Create transparent paths, not career mazes
Ever worked somewhere that dangled “growth opportunities” like a carrot, but no one could actually find the ladder? Lack of clarity around progression is one of the most frustrating drivers of turnover, especially for ambitious employees who want to see a future at your company.
Instead of vague promises, build real visibility. That means clearly mapped-out roles, criteria for promotions, and access to mentorship or stretch projects. People stay where they can see themselves growing, and where they know the steps it takes to get there.
Transparency builds trust. And when employees trust that you’re invested in their development, they won’t feel like they need to look elsewhere. Win-win.
12. Celebrate milestones loudly and often
From work anniversaries to personal wins, celebrating milestones shows employees that their time and effort are valued. But too often, recognition is sporadic, or saved for farewell emails when it’s already too late.
Instead, make celebration an integral part of your team culture. Public shoutouts, small gifts, or even a surprise team lunch can go a long way. Marking key moments fosters a deeper emotional connection to the company and boosts morale in ways that retention bonuses alone can’t match.
Plus, consistent recognition helps prevent employee burnout by reminding your team that their hard work doesn’t go unnoticed.
13. Use data to spot discontent early
You don’t need a crystal ball to predict turnover, but you do need to track the right signals. Exit interviews are useful, sure, but they come too late. Instead, improve your data analytics tools to look for patterns. This could be feedback scores, absenteeism, or sudden dips in engagement. These signs often point to underlying issues long before someone hands in their notice.
Pulse surveys, one-on-ones, and anonymous suggestion boxes can surface concerns before they snowball. Use this data to make informed changes, instead of relying on HR's guesswork.
When you spot trends early, you can step in with real solutions. You get there in time, before small frustrations become another line in your attrition vs turnover spreadsheet.
14. Turn feedback into a two-way street
If feedback only flows top-down, you’re missing the point, and probably missing out on employee loyalty, too. People are far more likely to stay when they feel heard, not just managed.
Instead of saving feedback for annual reviews (or worse, never giving it at all), make it a consistent, mutual exchange. Give real-time recognition, ask for input on big and small decisions, and create spaces where honesty is actually welcomed.
When feedback becomes part of the daily rhythm, it builds trust and supports long-term employee retention strategies that don’t rely on perks alone.
