Talking about a big headache for businesses: it is costly when employees opt to leave your company. Whether it’s the cash spent on finding someone new or the ripple effects of having a key player exit, the impact hits hard. In 2018, Bill Conerly from Forbes threw some eye-opening numbers at us back in 2018, showing just how pricey it can get—from half the salary for entry-level positions to a whopping 200% for the top brass. And that’s just the tip of the iceberg.

The Real Cost of Saying Goodbye

When someone waves goodbye, it’s not just their salary you’re waving off. You’re looking at forking out for ads to find someone new, the HR hustle of interviews and training, and even the time your team spends getting the newbie up to speed. Then there’s the less obvious—like how one person leaving can make others think about jumping ship or the time it can take for a new hire to get as good as the person they replaced.

Keeping Your Team Happy (Without Emptying Your Wallet)

So, how do you keep your team from eyeing the exit? A lot of the battle is won by learning how to make and keep them happy. But hey, we get it—not every business has the cash to splash on fancy perks. The good news? There are plenty of ways to boost morale and keep your team tight without spending big bucks.

Professional Growth and Development Initiatives

  • In-House Professional Development: Elevate career trajectories through mentorship programs, specialized workshops, leadership councils, practical toolboxes, and insights from industry conferences and training sessions.
  • Knowledge Sharing Platforms: Foster a culture of continuous learning with a dynamic book club, exchanges, and a curated library featuring titles on professional development and recommendations from company leadership.
  • Ideation & Pitch Sessions: Cultivate a culture of innovation through dedicated sessions for employees to present and refine their ideas.

Work-Life Harmony

  • Flexible Work Arrangements: Adapt work schedules to fit diverse lifestyles, including options for early starts with early departures and compressed workweeks (e.g., four 10-hour days).
  • Support for Parental Responsibilities: Ease the burden on working parents with researched recommendations for summer camps, daycare facilities, and more, based on collective employee endorsements.

Workplace Culture Enhancements

  • Pet-Friendly Environment: Harness the therapeutic benefits of pet interaction to boost office morale and employee well-being.
  • Group Volunteer Projects: Strengthen team bonds and give back to the community through collective volunteer efforts, rotating charities to reflect the diverse interests of your team.
  • Sustainable Workplace Practices: Commit to environmental sustainability with recycling initiatives, reduced paper use, energy-efficient lighting, and conscientious energy consumption.

Health and Wellness Promotion

  • Wellness Challenges with Rewards: Encourage healthier lifestyles through challenges that promote adequate sleep, physical activity, balanced diets, hydration, and digital detoxing, incentivized with attractive rewards.
  • Financial Wellness Programs: Empower employees with knowledge of financial planning, savings strategies, and mindful spending habits to enhance their financial well-being.

Recognition and Appreciation

  • Celebration of Milestones: Honor employee birthdays and special occasions, fostering a culture of appreciation and belonging.
  • Employee Recognition Programs: Implement recognition schemes that reward outstanding achievements, including awarding additional PTO days as a tangible token of appreciation.

Additional Perks

  • Employee Discount Programs: Negotiate discounts with popular local businesses for your team, enhancing their access to favorite services and products.
  • Company Snack Station: Maintain a well-stocked snack station as a classic yet effective means of keeping the team fueled and satisfied.

Keeping your team happy doesn’t have to mean spending big. It’s the thoughtful, creative things that really make a difference. By building a workplace that supports, celebrates, and listens to your team, you’re not just keeping them around—you’re helping them thrive. And when your team’s thriving, so is your business. Let’s make your workplace one where everyone wants to stick around.

And, if for any reason they still leave, we can recommend one heck of a recruiting team to help (hint, it’s us).


Recruiting redefined; built for high-tech,
high-growth teams