Top 13 Actionable Strategies to Reduce Employee Turnover and Boost Retention in 2025

According to a report by the Work Institute, the global employee turnover rate will be approximately 20% in 2024, up from 18% in 2023.

The reasons for that are quite evident.

People seek jobs where they feel appreciated and happy. They want to work where they are truly valued, and the company cares about their well-being and healthy employee experience.

Companies realize how important it is to keep their staff from leaving because constant high turnover rates disrupt team dynamics, increase recruitment costs, and diminish overall business performance.

Good news? Companies can prevent unhappy employees and avoid losing them by paying attention to their needs.

Prioritizing employees’ physical and emotional health fosters loyalty and decreases the likelihood of them seeking opportunities elsewhere.

Key takeaways:

• When employees see chances to advance their careers and learn new skills within the company, they feel excited about their future there. This belief in their potential makes them want to stay and contribute more to the organization.
• Managers who care and effectively help their team create a positive workplace. When employees feel that their leaders notice and appreciate their efforts, they feel valued and are more likely to remain with the company.
• A workplace that focuses on respect, teamwork, and shared values helps employees feel like they belong. This strong sense of community and alignment with the company’s goals makes them more committed and less likely to leave.
• A thorough and friendly onboarding process helps new hires feel comfortable and integrated into the team from day one. When employees feel welcomed and well-prepared, they are more likely to stay with the company for the long term.
• Keeping open lines of communication and regularly giving feedback helps employees feel heard and important. When employees know their opinions matter, they feel more connected to the company and want to stay.
• Training and developing current employees for leadership roles ensures that the company remains strong and stable during changes. This preparation shows employees that they have a future in the company, encouraging them to stay and grow with the organization.

Why do employees leave?

Employee attrition happens for many reasons. Some employees leave because they find better opportunities. Others quit because they feel unhappy with their work environment.

To address these issues, you need well-designed employee retention ideas and strategies.

Let’s first look at the most common reasons why employees decide to leave:

Limited Career Growth: Employees feel stuck if they do not see opportunities to advance

Imagine working where you feel stuck in the same position forever. That’s what limited career growth feels like. It can be discouraging when you don’t see any chances to move up or learn new skills.

People want to grow and advance in their careers. If they don’t see a future where they can take on more responsibilities or move into roles they’re passionate about, they might start looking for other jobs where they can grow and develop.

Low Salaries: Workers leave when they believe they deserve higher pay

Everyone deserves to feel they’re being paid fairly for their work. Low salaries can make employees feel underpaid for the effort and skills they contribute.

When people see others in similar roles earning more, or when the cost of living goes up, and their pay doesn’t keep pace, they naturally seek better-paying opportunities.

Feeling undervalued financially can lead to frustration and the decision to leave for a job that offers better compensation.

Poor Management: A bad boss can make even the best job unbearable

Poor management might include miscommunication, lack of employee support programs, or failure to recognize their hard work.

When managers don’t provide employees the guidance or feedback, the work environment can become stressful and unhappy.

Employees want to feel appreciated, and without good leadership, they may leave for a place where they feel more valued.

Toxic Workplaces: A negative environment can push people to leave quickly.

A toxic workplace is filled with negativity, conflict, and bad vibes. These can include bullying, favoritism, or a lack of respect among coworkers.

An unpleasant work environment affects everyone’s mental and emotional well-being. People don’t want to spend their days in a place where they feel stressed, unappreciated, or unsafe.

This kind of environment pushes employees to find a healthier and happier workplace.

Lack of Work-Life Balance: Overworked employees feel exhausted and burned out

“One common mistake leaders make is assuming that because a team member isn’t complaining, they are happy at work. “, – Harvard Business Review.

When there’s a lack of work-life balance, employees feel overwhelmed and burned out. This can happen when work demands take up too much time, leaving little room for family, hobbies, or relaxation.

People who constantly feel exhausted want to find a job that allows them to enjoy their personal time without feeling guilty or stressed about work.

Workplace Culture: It’s all about the vibe and values of a company

A positive culture makes employees feel they belong and share the same goals. This sense of belonging helps people stay longer because they enjoy working with their team and believe in what the company stands for.

Conversely, a negative culture can make employees feel out of place and eager to leave for a more welcoming environment.

 

 

How to Measure and Analyze Employee Turnover

To know how to reduce staff turnover, you first need to understand it. Effective turnover management helps you measure, analyze, and identify why employees leave and how to keep them.

Calculating Turnover Rate

To find the turnover rate, use this simple formula:

1. Count the number of employees who left during a specific period (like a year).
2. Find the average number of employees during that period.
3. Divide the number who left by the average number of employees.
4. Multiply by 100 to get a percentage.

Let’s say your company had 100 employees at the beginning of the year. By the end of the year, 15 employees left. The average number of employees during the year is 100. So, the turnover rate is (15 ÷ 100) × 100 = 15%.

Is it a low employee turnover rate? It’s for you to decide.

Important Metrics

When analyzing employee turnover, consider these key metrics:

• Voluntary vs. Involuntary Turnover: Track how many employees leave by choice versus those who are let go. This helps you understand if the issue is with job satisfaction or performance.
• New Hire Turnover: Determine the number of new employees who leave within their first year. High turnover in this group might indicate hiring or onboarding problems.
  Departmental Turnover Rates: Identify the departments with the highest turnover rates. This can help you target specific areas for improvement.

Assessment Frequency

Regularly checking turnover rates helps you stay on top of trends:

• Look at turnover every three months to catch short-term issues. This allows you to address problems quickly.
• Conduct yearly surveys to understand long-term patterns and gather detailed employee feedback.

Employee Retention Tools

Organizations can use various employee retention programs and solutions to track the turnover rate and streamline the process:

• HR Software Solutions: Tools like BambooHR offer comprehensive dashboards to monitor employee retention metrics.
• Employee Engagement Surveys: These surveys provide actionable insights into workforce satisfaction, often correlating with turnover, empowering organizational leaders with strategic information.
• Data Analytics Tools: Platforms like Tableau or Microsoft Power BI can visualize turnover trends, helping HR teams confidently identify patterns over time and address the causes of decreased employee satisfaction.

When choosing a tracking tool, consider your company’s size, budget, and specific needs.

Small businesses might prefer straightforward solutions like exit interview software or simple HR platforms, while larger organizations may benefit from comprehensive HR systems or advanced data analytics tools.

The key is to select a tool that provides clear, actionable insights without overwhelming your team.

Industry-Specific Turnover Challenges and Employee Retention Techniques

Every industry faces its own struggles with employee turnover. Some industries lose people because the work is exhausting or the pay is too low. Others see employees leave for better opportunities or because they don’t feel appreciated.

We will walk you through some industry-specific creative ways to retain employees.

Healthcare Industry: Exhaustion Pushes Good People Away

Imagine working 12-hour shifts where every decision could mean life or death. Nurses, doctors, and other healthcare professionals live through this every day. They work long hours, face emotional pressure, and rarely get time to recover. Eventually, they burn out.

Burnout happens when a person feels so drained and overwhelmed they just can’t keep up anymore.

What can hospitals and clinics do about it?

• Hire extra support staff. Doctors and nurses can focus on their patients when someone else handles paperwork. This reduces stress and allows them to do what they excel at — caring for people.
• Offer mental health support. Therapy sessions or support groups help healthcare workers process the difficult parts of their jobs. Talking to someone who understands makes a big difference.
• Create fair schedules. When hospitals give workers proper breaks between shifts, it prevents exhaustion. People need time to rest, both physically and emotionally.

Healthcare workers often feel proud of their jobs but can only give so much without support. If hospitals treat them well, they are more likely to stay.

Retail Industry: Low Pay and Temporary Jobs Make People Quit

If you’ve ever worked in retail, you know it can be tough. The pay is often low, and employees rarely get recognition for their hard work. Many jobs in retail are temporary, especially during busy seasons like the holidays. Once that season ends, employees either leave or get let go. Without stability, it’s hard for people to feel loyal to their jobs.

What can retail companies do to keep employees?

• Offer loyalty bonuses. A small reward for staying a year or longer can encourage employees to stay and show the company appreciates their commitment.
• Create training programs. Allowing employees to learn new skills helps them see a future with the company. For example, a cashier can learn to manage a team.
• Recognize employees’ hard work. A simple “thank you” or public recognition for a well-done job can significantly improve employee recognition and make people feel seen and valued.

Retail employees work hard, often with little appreciation. If companies reward their efforts and give them reasons to stay, turnover can drop significantly.

Technology Industry: Too Many Opportunities Cause High Turnover

The tech industry works differently. Skilled developers and engineers know they are in high demand.

If one company doesn’t offer good pay, interesting projects, or growth opportunities, they can easily find another job. This constant competition makes turnover a big problem for tech companies.

What can tech companies do to hold on to their talent?

• Offer competitive salaries. Tech professionals often leave when they feel underpaid. Matching industry pay rates and adding benefits like health insurance or stock options helps keep them happy.
• Support skill development. Developers want to learn and improve. Companies can help by paying for certifications, workshops, or access to online learning platforms.
• Recognize achievements. Developers spend weeks or months on complex projects. Acknowledging their hard work through bonuses, awards, or team celebrations makes them feel appreciated.

Tech professionals love what they do but also need recognition and growth. Companies that focus on these areas will motivate employees to stay.

Hospitality Industry: Hard Work and Low Wages Drive People Away

The hospitality industry includes hotels, restaurants, and other service jobs. Many of these roles, like cleaning rooms or waiting tables, require physical effort and long hours.

The pay is often low, and the work can feel thankless. Employees deal with difficult customers, late shifts, and very little room for growth. Eventually, they leave to find something better.

How to reduce turnover rate in the hospitality business?

• Pay a bit more. A slightly higher wage shows that the company values its employees, and even a small increase can convince people to stay longer.
• Create growth opportunities. Employees in entry-level jobs should have a clear path to advance. For example, a waiter can train to become a restaurant manager. This gives workers hope for a better future.
• Improve working conditions. Simple changes, like allowing regular breaks, providing free meals during shifts, and creating a supportive environment, can make a huge difference.

In hospitality, small gestures go a long way. When businesses treat their employees respectfully, they are far more likely to stay.

Manufacturing Industry: Safety Issues and Boredom Cause High Turnover

Manufacturing jobs often involve repetitive tasks, noisy environments, and safety risks. Workers may feel their jobs lack purpose or excitement. If they also worry about injuries or unsafe conditions, they will look for work elsewhere.

What can manufacturing companies do to solve this problem?

• Improve workplace safety. Employers should invest in safety training and equipment. When workers feel safe, they trust the company and focus better on their tasks.
• Offer training for new skills. Manufacturing companies can teach employees how to operate advanced machinery. This helps workers feel engaged and excited about their roles.
• Listen to employees. Giving workers a voice, whether through surveys or team discussions, makes them feel like valuable contributors to the company.

Manufacturing workers deserve to feel safe, heard, and motivated. Companies that focus on these areas will see happier employees who are less likely to leave.

13 Actionable Strategies on How to Reduce High Employee Turnover in 2025

Reducing turnover requires a multifaceted approach focusing on employee engagement and support. Companies can take practical steps to keep their employees.

Companies that listen to their employees, treat them with respect, and invest in their well-being can significantly reduce turnover.

It doesn’t require massive changes or endless resources. Small, thoughtful steps make the biggest difference.

To help you build a workplace where employees feel appreciated and want to stay, we’ve outlined 13 of the most effective strategies that will help reduce turnover and improve retention.

1. Hire the Right People

Employees who fit well with the company culture are more likely to stay. During interviews, focus on skills, values, and long-term goals.

2. Enhance the Onboarding Process

Recent statistics show that only 52% of employees are happy with their onboarding experience. This means 48% feel their experience was a failure. So, good onboarding is linked to better retention and productivity and helps new employees adjust quickly.

Provide clear instructions, assign mentors, and set expectations early.

3. Offer Fair Salaries

Salary dissatisfaction is widespread among competitive intelligence professionals, and the 2024 Salary Report highlights just how deep the issue runs.

Offering competitive salaries and benefits can significantly reduce the rate at which employees leave. Competitive salaries show employees that the company values their work. Research market rates regularly to ensure compensation remains fair.

4. Recognize and Reward Achievements

Recognition makes employees feel appreciated. A simple “thank you” or a bonus for good work can improve employee recognition and make a big difference.

Simple recognition methods include highlighting employees in marketing materials or creating a “wall of fame” for top performers.

Celebrating milestones like birthdays and work anniversaries, giving personalized gifts, and offering bonuses are effective ways to show appreciation. Unique experiences, free meals, and sessions with the CEO can also boost morale.

5. Allow Flexible Work Options

Employees value flexibility. Flexible work options, such as remote work or flexible hours, can significantly boost retention rates. These arrangements show employees that their well-being is valued, allowing them to balance personal and professional responsibilities effectively.

6. Promote Work-Life Balance

The saying “work hard, play hard” isn’t enough anymore to engage employees and improve employee retention. Instead of returning to a strict 9-to-5 schedule, we need a better way to blend work and life that prioritizes employee well-being and sustainable productivity.

The concept of work-life balance has evolved. A work-life fit is a flexible approach that connects your job and personal life. Unlike traditional work-life balance, which suggests a clear separation, work-life fit focuses on finding a balance that meets your needs.

So encourage employees to take time off. Companies can also limit after-hours work to prevent burnout.

7. Increase Employee Engagement

Studies on employee engagement and years of research in motivation psychology show managers do not directly “motivate” their employees.

Instead, motivation is a state that employees find themselves in when the right conditions are present, many of which are fostered by managers through their active engagement.

Check in with employees regularly. Use surveys to ask about their needs, challenges, and ideas for improvement.

8. Develop a Strong Company Culture

A Built-In study found that nearly half of job seekers consider company culture when choosing employers. About 46% of applicants say culture is an important factor in their decision to apply, and 88% consider it significant.

We know why. A positive company culture creates a sense of belonging. Therefore, it is important to define clear values and ensure everyone understands them.

9. Feedback matters

Employees need feedback to grow. Peer-to-peer feedback fosters positive employee relationships, and many HR representatives highlight its beneficial effects in retaining top talent.

Offer regular performance reviews with clear, constructive comments.

10. Support Employee Development

Invest in training, workshops, or education programs. Employees appreciate companies that support their professional growth, and it’s the number one priority for almost half of millennials in the workforce.

11. Be Open and Transparent

Share updates about company goals, challenges, and decisions. Transparency builds trust and loyalty.

Open communication is one of the core drivers of workplace culture.

12. Identify and Address Toxic Employees

One toxic employee can damage team morale. Use anonymous feedback and performance reviews to identify employees who create a negative environment.

13. Plan for Leadership Succession

Companies that wait until someone resigns or retires to focus on leadership programs, especially without a clear succession plan, may find themselves in a tough spot.

This kind of delay can lead to unexpected turnover, which can decrease productivity, create talent shortages, and significantly decrease revenue.

You need to identify top-performing employees and prepare them for leadership roles. This ensures smooth transitions when managers leave.

After exploring these 13 effective strategies, it’s helpful to have a clear and straightforward summary of the most important steps you can take to reduce staff turnover.

The table below highlights each key action in a simple way, making it easy to reference and use in your organization.

Step	What to do
Hire the right people	Look for employees whose skills and values match your company. This helps them feel at home.
Offer Fair Salaries	Pay employees what they deserve. Fair pay shows you value their hard work.
Identify Toxic Employees	Find and address employees who bring negativity. A happy team stays strong together.
Recognize Achievements	Say thank you and reward good work. Let employees know their efforts matter.
Allow Flexible Work	Let employees choose their work hours or work from home. Flexibility helps them balance life and work.
Promote Work-Life Balance	Encourage taking breaks and time off. Help employees avoid burnout by respecting their personal time and promoting a healthy work-life balance.
Increase Engagement	Talk to employees regularly. Listen to their ideas and concerns to keep them involved and happy.
Develop Company Culture	Build a positive environment where everyone feels they belong. Share your company’s values.
Provide Feedback	Give clear and helpful feedback. Let employees know how they are doing and how they can improve.
Support Development	Offer training and learning opportunities. Help employees grow their skills and advance their careers.
Be Transparent	Share what’s happening in the company. Honesty builds trust and loyalty among employees.
Enhance Onboarding	Make sure new hires feel welcome. Provide clear instructions and assign a mentor to help them settle in.
Plan Leadership Succession	Prepare future leaders from within your team. This ensures smooth transitions and keeps the company strong.

Implementing these strategies can significantly enhance your workplace environment and reduce employee turnover.

However, there are times when your team may require specialized skills or additional support to maintain this positive momentum.

That’s where JetRuby’s Staff Augmentation service comes into play.

 

 

Why Choose JetRuby’s Staff Augmentation Service?

Imagine you have a big project that needs special skills right away.

Instead of waiting to hire someone full-time, you can bring in a skilled professional from our team. They join your team quickly and help you complete your projects without the long hiring process.

Our service is perfect when you need:

• Immediate Expertise
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Our developers combine professionalism and expertise to ensure your projects are completed efficiently and meet high standards. They collaborate with your team to identify issues and share best practices, leading to better results and a satisfying work experience.

• With JetRuby’s Staff Augmentation service, you receive detailed monthly reports outlining work hours and progress, ensuring transparency and informed decision-making.
• Our flexible approach allows you to scale your team up or down as needed, with just a month’s notice, avoiding long-term commitments.
• Having developers based near the USA ensures a time zone overlap of at least four hours, facilitating real-time communication.
• Our team is fluent in English, enhancing collaboration and minimizing language barriers.
• Our developers act as true partners, proactively address potential issues, and offer valuable insights to improve project outcomes.

By choosing JetRuby’s Staff Augmentation service, you ensure your projects stay on track and your team remains productive.

Let us help you find the right talent fast so you can focus on what matters most: growing your business and keeping your team happy.

Please don’t hesitate to contact us for additional details!