Employee Turnover: A Preventable Problem You Can Solve in 2025

Gallup's latest research highlights a staggering truth: 42% of employees who voluntarily left their jobs say their departure could have been prevented.

This is not just a statistic; it’s a wake-up call for organizations that are feeling the pain of turnover costs, lost productivity, and disengaged teams.

The Cost of Ignoring Turnover

You might think your team is stable, but with 51% of employees actively watching for new opportunities, the risk is real. When employees leave:

• Replacing a leader costs 200% of their salary.
• Replacing technical professionals costs 80% of their salary.
• Replacing frontline employees costs 40% of their salary. (Source: Gallup Workplace Insights, 2024)

What’s worse, turnover impacts:

• Team morale: Seeing coworkers leave raises doubt.
• Customer experience: New hires take time to reach optimal productivity.
• Your budget: Recruitment and onboarding aren’t cheap.

The solution? Act before employees check out.

Why Employees Leave—and How to Keep Them

1. Managers Are Missing the Mark Nearly 45% of employees who left their jobs said their manager never checked in on their satisfaction or future during the final three months. Many left without even speaking to their supervisor.

Action Step: Schedule regular, meaningful conversations—weekly or monthly—to:

• Discuss job satisfaction and roadblocks.
• Recognize accomplishments.
• Map out career development opportunities.

2. Compensation and Career Advancement Are Still Critical While managers might think their hands are tied when it comes to compensation, the reality is:

• 30% of preventable exits are due to pay or growth concerns.
• Employees want to see a clear path for career advancement.

Action Step:

• Benchmark roles to ensure compensation is competitive.
• Build personalized career roadmaps that show employees their growth potential.

Pro Tip: Tie compensation discussions to performance and skill development so employees see tangible rewards for their work.

3. Address Burnout Before It’s Too Late Organizational issues like heavy workloads and staffing gaps are silent killers of retention. Nearly 25% of preventable turnover is tied to these frustrations.

Action Step:

• Use pulse surveys or 1:1 meetings to identify workload concerns.
• Streamline processes and set clear priorities to reduce stress.

The Manager's Role: Take Action Before It’s Too Late

Turnover doesn’t happen overnight—yet many leaders only realize there’s a problem when it’s too late to solve. By focusing on regular communication, employee growth, and organizational improvements, you can cut preventable turnover dramatically.

At Talent Connect, we’ve helped organizations retain and attract top talent through:

• Proactive hiring strategies
• Retention solutions tailored to your team’s needs
• Leadership coaching to build high-performing, engaged teams

Make 2025 Your Year of Talent Retention

Don’t let turnover hurt your bottom line. Let’s work together to keep your best employees engaged, productive, and thriving.

→ Schedule a Strategy Call with Talent Connect Today