Losing your best employees? Discover Ron Macklin’s 3 proven retention strategies for business leaders—and why caring, contribution, and investment matter more than money.
If you’re constantly recruiting, retraining, and replacing team members—it’s not a hiring problem. It’s a leadership one.
Ron Macklin has led teams that shattered nine world records, won dozens of customer satisfaction awards, and turned “worst-in-class” into top performers. One pattern he’s seen across every team? The best people don’t stick around because of a paycheck. They stay because of how they’re treated.
In this article, Ron shares the three best practices that actually move the needle on retention—plus the hidden costs of getting it wrong.
If your retention rate is 80%, that means 1 in 5 employees walks out the door every year. Beyond the cost of recruiting and training, each departure eats into your profits—fast.
“Getting to 95% retention doesn’t just improve morale. It can nearly double your profit margin.” — Ron Macklin
High retention = less waste, more loyalty, and a stronger company reputation. When your team is thriving, your business does too.
People don’t quit because of one bad day. They leave because they believe they can have a better life somewhere else. Maybe they feel unseen. Maybe they feel stuck. But it always comes down to one thing: their story says they’ll be better off leaving than staying.
People want to feel seen. Genuinely cared for. That starts with recognizing they have lives outside of work—families, dreams, challenges. When employees feel you care about their life on their terms, not yours, they’ll choose to stay.
“If you don’t care, they’ll leave. It’s that simple.”
Employees don’t just want a to-do list. They want a voice. Give them opportunities to contribute to decisions and shape outcomes. When their ideas are heard and implemented, they’ll take ownership—and pride—in the results.
“If you’re getting the same outcome either way, choose their idea. It builds loyalty—and trust.”
Retention isn’t about bigger paychecks. It’s about showing people they matter. Send them to that course. Give them the challenge project. Let them experiment. When people grow, they stay.
“We don’t pay people to stay. We invest in them so they want to.”
Ask yourself:
If not, it’s time to shift.
Retention isn’t about perks. It’s about purpose. And it starts with leaders who choose to care.
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