Turnover is costly

Replacing an employee can cost between 30%–200% of their salary once you factor in recruitment, training, and lost productivity.

It impacts culture

When great people leave, they take energy, knowledge, and momentum with them – and others start to wonder if they should follow.

Retention affects business performance

Engaged, long-term employees drive better outcomes across the board – from customer satisfaction to innovation to profit.

6 Employee Retention Strategies That Actually Work

1. Hire for Fit, Not Just Skill

You can’t retain people who shouldn’t have been hired in the first place.

It starts with aligning on values, team dynamics, and long-term potential – not just ticking off a skills checklist.

That’s why many companies are reviewing not just who they hire, but how they hire – from how job ads are written to which recruiters they work with. (We’ve seen it first-hand at TalentVine: when the hiring process is more intentional, and backed by data, retention naturally improves.)

2. Onboarding That Extends Beyond Week One

Onboarding should be more than a slideshow and a branded coffee cup.

Build an onboarding journey that:

• Introduces people to your culture and values
• Equips them for success in their role
• Connects them with people and purpose

Think 90-day experience, not 90-minute induction.

3. Clear Career Pathways (with Follow-Through)

People don’t just want pay rises – they want progress.

Be transparent about growth opportunities. Share success stories from within. Schedule career development check-ins regularly, not just at annual reviews.

Spoiler: If they can’t see a future at your company, they’ll find one somewhere else.

4. Train Your Managers (Because They Make or Break It)

Your best retention strategy might be better management.

Invest in leadership development so your managers can:

• Give regular, constructive feedback
• Support wellbeing and work-life balance
• Coach rather than control

People don’t leave companies, they leave managers.

5. Have Stay Interviews, Not Just Exit Interviews

Want to know why people leave? Ask why they stay.

A stay interview is a simple but powerful conversation that uncovers:

• What motivates your employees
• What’s getting in their way
• What might tempt them to look elsewhere

The goal is to solve issues before they turn into resignations.

6. Make Flexibility a Culture, Not Just a Policy

Remote work. Flexible hours. Four-day workweeks.

Whatever model works for your business, make it clear and consistent – and grounded in trust, not control. People want autonomy, not micromanagement masked as flexibility.

Flexibility is no longer a differentiator. It’s the baseline.

Final Thoughts: Retention is Built, Not Bought

You can’t fix retention with perks alone.

The companies that are keeping their best people in 2025 are doing the work:

• Hiring better
• Leading better
• Listening more
• Building workplaces where people can grow

It’s not always easy. But it’s worth it – for your team, your bottom line, and your future.

Want to see how your hiring decisions impact retention?

Many companies using TalentVine have found that when they track recruiter performance and focus on quality of hire (not just speed), their retention rates improve naturally. Because the right hire is the first step to long-term success.

Learn more at TalentVine