Employee turnover can be one of the biggest challenges facing businesses today. Losing an employee means more than simply filling an open position. Businesses may also have to manage recruiting costs, training time, productivity gaps, and the impact of turnover on the rest of the team.
The good news? Employee retention starts before an employee ever walks through the door.
By making thoughtful decisions during the hiring process and creating a strong employee experience from day one, employers can build teams that are more engaged, productive, and likely to stay.
At Impact Employment Solutions (IES), we help businesses find dependable talent and develop workforce solutions designed around their specific needs. From temporary staffing and temp-to-hire to direct-hire solutions, the right staffing strategy can help businesses reduce hiring risks and build stronger teams.
What Causes Employee Turnover?
Employee turnover can happen for many different reasons. Sometimes employees leave because of compensation, scheduling, management, workplace culture, lack of career growth, or because the position wasn’t what they expected.
In other cases, turnover begins with the hiring process itself.
When an employee’s skills, expectations, schedule, or work environment don’t align with the position, the relationship may not last. That’s why reducing employee turnover starts with understanding what employees need before making a hire.
1. Start With the Right Hiring Process
One of the best ways to reduce employee turnover is to make sure you’re hiring people who are a strong fit for the position.
A job description should clearly explain:
- Job responsibilities
- Required skills and experience
- Schedule and expected hours
- Compensation and benefits
- Workplace expectations
- Opportunities for growth
- Physical or technical requirements
Being transparent during the hiring process helps candidates understand what they’re accepting before they start.
A strong staffing partner can also help employers identify candidates based on skills, experience, reliability, and work ethic—not simply whether someone meets the basic requirements of a job posting. IES emphasizes connecting employers with pre-screened candidates who meet their specific workforce needs.
2. Set Clear Expectations Before Day One
A new employee shouldn’t have to guess what success looks like.
Before an employee starts, make sure they understand where to report, when to arrive, what to bring, what to wear, who they will meet, and what their first day will look like.
Clear communication before the first day can help eliminate unnecessary stress and prevent misunderstandings.
It can also make employees feel more confident about their decision to join your organization.
3. Make Onboarding More Than Paperwork
Employee onboarding is one of the most important opportunities to build a strong relationship with a new hire.
Effective onboarding should go beyond completing paperwork and reviewing policies. New employees should understand their role, meet the people they will work with, learn how their position contributes to the organization, and know where to go when they have questions.
Research from SHRM emphasizes the importance of onboarding in retention and recommends measuring factors such as time-to-productivity, retention rates, new-hire feedback, satisfaction, and engagement.
A simple onboarding process could include:
- A prepared workstation
- A clear first-day schedule
- Introduction to coworkers
- Job-specific training
- A designated point of contact
- Clear performance expectations
- Regular check-ins during the first 30, 60, and 90 days
4. Communicate With Employees Regularly
Employee retention isn’t something you address only when someone gives notice.
Managers should regularly communicate with employees and create opportunities for them to share questions, concerns, and feedback.
Even a simple check-in can help managers identify problems before they become reasons for an employee to leave.
Ask questions such as:
“How are things going?”
“Do you have everything you need to be successful?”
“Is there anything we could improve?”
Consistent communication can help employees feel heard and valued.
5. Provide Opportunities for Growth
Employees are more likely to see a future with an organization when they understand how they can develop their skills and advance their careers.
Career development doesn’t always mean a promotion. It can include:
- Cross-training
- Certifications
- Mentorship
- New responsibilities
- Professional development
- Leadership opportunities
- Skills training
Career development and internal mobility have become increasingly important retention strategies. SHRM’s 2026 talent-acquisition research highlights employee development and internal mobility as central components of retaining talent.
When employees can see a path forward, they have more reason to continue investing in the organization.
6. Recognize Good Work
Recognition doesn’t have to be complicated or expensive.
A simple “great job,” employee shout-out, team recognition, or acknowledgment from a manager can go a long way.
Employees want to know that their contributions matter. Creating a workplace where hard work and accomplishments are recognized can help build a stronger employee experience.
7. Pay Attention to Scheduling and Work-Life Balance
For many hourly and frontline employees, scheduling can have a major impact on their experience at work.
Inconsistent hours, unexpected schedule changes, or unclear expectations can create frustration and make employees more likely to look elsewhere.
Whenever possible, employers should provide employees with clear schedules, consistent communication, and reasonable notice about changes.
SHRM research on deskless workers identifies consistent and predictable scheduling as common retention practices.
8. Don’t Wait Until an Employee Resigns
One of the biggest mistakes employers can make is treating retention as something that happens after an employee decides to leave.
Instead, businesses should monitor employee turnover and look for patterns.
Consider tracking:
- Turnover during the first 30, 60, and 90 days
- Reasons employees leave
- Employee satisfaction
- Attendance
- Time-to-productivity
- New-hire retention
- Training completion
- Employee feedback
If several employees leave for similar reasons, that’s an opportunity to address the underlying issue.
9. Build a Hiring Strategy That Supports Retention
Reducing employee turnover isn’t only an HR responsibility. It starts with building a hiring strategy that matches your company’s workforce needs.
Sometimes businesses need temporary employees to handle increased demand. Other times, they need a temp-to-hire solution to evaluate fit before making a long-term commitment. For permanent positions, direct-hire staffing may be the better option.
IES offers temporary staffing, temp-to-hire, direct-hire, and on-site workforce management solutions to help businesses adapt their workforce strategy to their needs.
The right hiring approach can help employers find candidates who are better aligned with the position and the organization.
Reduce Employee Turnover by Starting With the Right People
Employee retention doesn’t begin after an employee has been with your company for six months. It starts with the first interaction.
From writing an accurate job description to communicating expectations, creating a strong onboarding experience, providing opportunities for growth, and listening to employees, every step of the employee journey can influence retention.
The goal isn’t simply to fill an open position. It’s to find the right person for the right role and give that employee the tools and support needed to succeed.
At Impact Employment Solutions, we help employers build stronger workforces through customized staffing and workforce solutions. Our team connects businesses with qualified, dependable talent while helping employers navigate their changing workforce needs.
Ready to Build a Stronger Workforce?
If your business is struggling with employee turnover or having difficulty finding dependable talent, Impact Employment Solutions can help.
Request an Employee from IES and connect with a workforce expert to discuss your hiring needs.
The right hire can make a lasting impact.
