Reducing Turnover: How Strategic Staffing Can Improve Retention

The recent global experiences have underscored a fundamental truth: people are the heartbeat of any organization, and their well-being extends far beyond the traditional 9-to-5. Recognizing this new perspective is crucial for retaining top talent. At Balanced Diversity, we believe that when your team feels seen, valued, and supported, they stay. When companies struggle with high turnover, it often signals a deeper disconnect.

Reducing turnover is about building intentional, inclusive teams that are aligned with your company’s values, vision, and goals. It is not about filling vacancies with just anyone because you believe the job can be taught. Strategic staffing is a people-first approach to retention and long-term support for your company. It goes far beyond just a hiring strategy and often serves as a cultural foundation shaping how you attract, engage, and retain talent in a way that reflects who you are and what you stand for. 

When done well, it creates workplaces where people feel connected, committed, and empowered to stay and grow. Strategic staffing isn't about trying to fit square pegs into round holes by focusing solely on technical skills. It's about recognizing the unique shape and value each individual brings and aligning them with the organization's core values and desired culture.

Here are several strategies, supported by real work examples, that demonstrate how organizations can create stability and keep high-performing teams engaged and around for a long time.

Hire for Values, Not Just Skills

When we talk to clients, one of the first things we ask is, “What does a great cultural fit look like for you?” Too often, companies are focused on candidates who meet technical qualifications resulting in them overlooking alignment with organizational needs.

Skills can be taught and certifications can be earned, but a misalignment in values can erode your culture from within, leading to disengagement and ultimately, turnover. Strategic staffing begins with understanding your organization’s purpose and desired energy you want from your team.

Case in Point: Salesforce

Salesforce has made diversity and inclusion a top priority, implementing programs like unconscious bias training and employee resource groups. Notably, employees participating in these groups have a 20% lower turnover rate than those who don’t, highlighting the impact of value alignment in retention.

When employees share your core beliefs, they’re more invested in the work. They are not there just to complete tasks, they want to carry your mission forward. The alignment allows for loyalty and dramatically reduces the risk of cultural clashes that can lead to turnover. According to Gallup, businesses with highly engaged teams show 59% less turnover, and much of that engagement stems from emotional and cultural alignment, not just their job duties.

Build Inclusive Environments Where People Thrive

Diversity hiring is just the first step. What happens after someone joins your team matters just as much. True inclusion means creating a culture where every person, regardless of their background, identity, or lived experience, feels safe to bring their full self to work.

This could look like reviewing how meetings are run to ensure that all voices are heard, offering disability support, rethinking how performance is evaluated to eliminate bias, and/or creating psychological safety in every department.

Inclusive environments are built on daily choices and long-term commitments. When people are valued because of who they are, they don’t have to look anywhere else for fulfillment or respect, they find it right where they are.

Case in Point: Hilton

Hilton has committed to diversity and inclusion through initiatives like unconscious bias training and a Women’s Leadership Program. These efforts have led to a 50% reduction in turnover among female employees.

Research from World Economic Forum, states “that companies with above-average diversity scores drive 45% average revenue from innovation, while companies with below-average diversity scores drive only 1 26%.”

Create Growth Paths That Make Sense for Real People

Everyone’s version of success looks different, and that’s a good thing. Some team members want to rise into leadership, while others want to master their craft. Some want to grow fast, and others need a slower, steady path. Strategic retention recognizes that one-size-fits-all development doesn’t fit anyone.

Organizations that prioritize professional growth but tailor it to individuals build long-term trust. That means having real conversations with your employees about what they want, where they see themselves, and what they need to get there. It’s not about generic training modules or checking boxes, but also investing in people in a way that feels personal, thoughtful, and sustainable.

Case in Point: Dow Chemical

Dow Chemical implemented a “Reverse Mentoring” program, pairing senior leaders with younger employees to learn about diversity and inclusion. This initiative allowed for a culture of inclusion to thrive and resulted in a 50% reduction in turnover. 

Make Flexibility a Core Part of Your Culture

Employees are humans with lives, responsibilities, families, and passions outside of work. Acknowledging this reality allows for trust, which we know to be the foundation of retention.

Flexibility isn’t just about working from home on Fridays. It’s about giving people the space to show up as their best selves, whether that’s adjusting hours to pick up kids, taking a mental health day without guilt, or creating hybrid options that don’t sacrifice connection. According to Gartner, “Flexible work arrangements increase retention by 25%.” 

Case in Point: Land O’Lakes

Land O’Lakes introduced flexible working hours in its Melrose, Minnesota plan to address labor shortages and improve retention. By allowing employees to choose their hours, the company experiences an easier hiring process and better retention rates.

Strategic staffing means building roles and work cultures that make sense for today’s world. If your policies are still stuck in the 2010s, your talent won’t stick around. Empowering flexibility shows that you trust your team to do their jobs well and that trust comes back to you in loyalty, productivity, and longevity.

How Balanced Diversity Can Help 

Reducing turnover isn’t a reactive move but a proactive commitment to your people. When you hire with intention, lead with empathy, and build a workplace culture grounded in trust and inclusion, retention becomes a natural outcome. Ultimately, reducing turnover in today's environment requires leaders to look inward and ask: "Are we truly creating a workplace where our talented individuals can thrive as whole people?" Embracing flexibility and valuing individual needs is a commitment to building a sustainable and successful future.

At Balanced Diversity, we’re here to help you create that kind of workplace, one where people want to stay, grow, and thrive.