Finding skilled workers in high-risk industries is hard enough. Keeping them is harder. Rapid turnover doesn’t just hurt the bottom line. It increases safety risks, disrupts teams, and chips away at culture.

The Real Cost of Turnover

Companies with strong retention see profits climb by as much as 22%. Highly engaged teams cut turnover by nearly a quarter. On the flip side, losing a key employee can cost up to 200% of their salary when you add training, recruitment, and lost knowledge. With more than half the workforce actively job-hunting in 2025, the risk of losing top performers is higher than ever.

Why Safety-First Culture Is the Deciding Factor

In high-risk sectors, safety and retention are inseparable. When veteran employees walk out, the odds of accidents and compliance failures spike. A culture that rewards safety isn’t just about compliance. It gives employees a reason to stay.

What works:

• Publicly recognizing safe practices

• Creating peer-to-peer accountability programs

• Tying performance bonuses directly to safety outcomes

Practical Retention Levers That Move the Needle

1. Invest in Growth: Offer training, certifications, and promotion paths that show employees they have a future with you.

2. Rethink Compensation: Salary matters, but flexibility, wellness programs, and safety bonuses often tip the scale.

3. Build Real Culture: Trust grows when leaders are transparent, employees are recognized, and feedback is acted on.

4. Use Safety Tech: From digital checklists to AI monitoring, tools that make jobs safer build confidence and loyalty.

The Role of Personality and Psychometric Testing

Turnover often comes down to fit. Companies like Google and Zappos cut turnover by up to 30% by adding personality and psychometric testing to hiring. In high-risk fields, these tools identify candidates who follow protocols, perform under stress, and support a safety-first culture.

How to apply it:

• Add assessments during screening, not after hiring

• Choose tests that align with your safety values

• Use results to guide ongoing development, not just hiring decisions

The ROI of Getting It Right

Consider healthcare organizations that used personality-focused hiring for high-stress roles. Turnover dropped 20% in one year, saving millions. In industries where every claim or incident can cost six figures or more, that impact compounds quickly.

Final Thought

Retention is not solved with perks or slogans. It is built through consistent actions. Companies that prioritize safety, invest in people, and use modern tools do more than keep their best employees. They create resilient teams that protect both people and profits.

Sources:

1. Paycor. “13 Employee Retention Statistics Employers Need to Know .” June 24, 2025.

2. Work Institute. “2025 Retention Report - Employee Retention Truths in Today's Workplace.”

3. TeamOut. “30 Employee Retention Statistics You Can't Miss in 2025.” August 24, 2025.

4. Boutique Recruiting. “10 Essential Employment Retention Strategies for 2025: Expert Insights for Effective Recruitment.” May 15, 2025.

5. Spinify. “Strategies for Retaining Top Talent in the Insurance Industry.” February 24, 2025.

6. Angela Adams Consulting. “5 Ways Your Insurance Agency Can Attract & Retain a Top Talent Team.” January 27, 2025.

7. Psicosmart. “The Impact of Personality Tests on Employee Retention - Are They Worth The Investment?” November 27, 2024.

8. Psicosmart. “How does the choice of a psychometric test impact employee retention?” February 28, 2025.

9. NectarHR. “13 Employee Turnover And Retention Statistics For 2025.” February 9, 2025.

10. Eagle Hill Consulting. “Employee Retention Index Results Q2 2025.” July 29, 2025.