Turnover isn’t just a statistic anymore—it’s a daily reality. For many organizations, keeping talent has become as critical as attracting it. The numbers speak for themselves: according to Gallup, employee replacement costs now range from 50% to 200% of an employee’s annual salary. And yet, the answer to this crisis isn’t one-size-fits-all.
Members of SeniorExecutive.com’s HR Think Tank—a handpicked group of human resources leaders—are taking the challenge head-on. From rethinking culture to investing in better coaching, they’re uncovering innovative ways to build workplaces that people won’t want to leave.
Don’t Dismiss The Culture Factor: Inclusion Can’t Be Optional
For Suzi Okpere, Group Head, HR and Corporate Services at Librod Energy Services, culture isn’t just a buzzword—it’s the foundation of employee loyalty. Librod, an African-focused oilfield services company, has seen firsthand how toxic environments drive people away.
“We know that toxic corporate culture is one of the greatest drivers of attrition,” Suzi explains. “By promoting inclusion and psychological safety, we’re seeing employees more engaged and less likely to look elsewhere.”
Librod has adopted a “culture add” approach to hiring—looking for candidates who align with company values while also bringing fresh perspectives. “It’s about avoiding groupthink and creating teams that thrive on diversity,” she says. The results? Less cliquishness, more collaboration, and a stronger sense of belonging.
It’s a sentiment echoed in McKinsey research, which shows that organizations with inclusive cultures are 35% more likely to outperform their competitors.
Offer Coaching That Actually Works
Ask Heide Abelli what makes employees stay, and she’ll tell you it starts with their managers. Heide, the CEO of SageX, has spent her career redefining how companies approach workforce development. At the core of her philosophy is coaching—done right.
“Managers have an enormous influence on whether someone stays or leaves,” Heide says. “When employees feel supported in their growth, their engagement skyrockets.”
Through its AI-powered coaching platform, SageX delivers real-time, personalized feedback to employees. “It’s not just about what employees learn; it’s about how they feel during the process,” she explains.
“When employees feel supported in their growth, their engagement skyrockets.”
Think Tank member images created using Secta Labs headshot generation technology.
The research backs her up: The International Coaching Federation, for example, reported that offering coaching not only increases employee satisfaction and corporate engagement, it also pays for itself with an average ROI of seven times the cost of employing the coach. SageX focuses on five key areas: open communication, team-building, valuing individuals, encouraging expansive thinking, and supporting development.
“When managers lean into these areas, it changes everything,” she adds.
Provide Purpose and Flexibility: A Winning Combination
Divya Divakaran, Director of Human Resources at EVS, sees a deeper connection between turnover and purpose. At EVS, a leader in renewable energy solutions, work isn’t just a job—it’s a mission.
“When people feel their work aligns with their values, they stay,” Divya explains. For her team, that means creating a culture where employees see the bigger picture.
But purpose isn’t enough on its own. EVS has also embraced flexible work options to meet employees where they are. “Flexibility doesn’t just mean remote work,” Divya says. “It’s about tailoring roles and schedules to fit people’s lives, not the other way around.”
This mix of meaning and adaptability has paid off. A survey from The Conference Board shows that 65% of employees say flexibility is their most important benefit outside of paid compensation.
Utilize the Simple Power of Listening
Nicole Smart, an experienced inclusion strategist, has a different take on retention: sometimes, it’s about the small things. “Retention isn’t always about big programs or expensive benefits,” she says. “It’s about making people feel seen.”
Nicole emphasizes the importance of touchpoints—those moments when leaders check in, show appreciation, or simply ask, “How are you doing?” In hybrid workplaces, she suggests weekly virtual check-ins and personal acknowledgments. “A simple ‘Good job’ can have more impact than you think,” she says.
“Retention isn’t always about big programs or expensive benefits.”
Gallup’s research supports her perspective: employees who feel recognized are 55% more likely to stay.
Recognize Growth Happens Beyond the Company
At Heights Tower Service, HR Manager Lori Landrum takes a refreshingly honest approach to turnover. “Not all jobs are dream jobs,” she says. “And that’s okay. The goal is to make sure employees grow while they’re here—even if they outgrow their role with us.”
This philosophy has led Heights Tower Service to invest in mentorship programs and career development initiatives that focus on the employee, not just the business. “When employees feel we care about their growth, they stay longer and even refer others,” Lori notes.
“When employees feel we care about their growth, they stay longer.”
It’s a lesson reinforced by a 2019 LinkedIn’s Workplace Learning Report, which found that 94% of employees would stay longer if companies invested in their development.
Remember Retention Starts Before Day One
Michael D. Brown, Senior Managing Partner at Global Recruiters of Buckhead, believes retention starts with recruitment. “Understanding a candidate’s motivations, goals, and expectations is key,” he says.
His team uses proprietary methodologies to identify not just top talent but the right talent. “If you’re proactive in aligning expectations from the start, you’ll reduce early attrition,” Michael explains.
Once employees are on board, Michael recommends regular check-ins to identify and address concerns. “It’s about being intentional and showing that you’re invested in their success,” he adds.
“It’s about being intentional and showing that you’re invested in their success.”
Recruiter.com highlights how ineffective onboarding can lead to higher turnover rates, emphasizing the importance of setting clear expectations, providing robust support, and fostering alignment from the very beginning.
Where Do We Go From Here?
The turnover crisis isn’t going away, but neither are the leaders committed to solving it. From fostering inclusion to aligning work with purpose, the experts in the SeniorExecutive.com HR Think Tank are proving that innovative, human-centered strategies can make a difference.
Retention isn’t just about keeping employees—it’s about creating workplaces where people want to stay. And as these leaders show, the path forward is as much about heart as it is about strategy.
