What Turnover Really Costs You Per Technician (And How to Cut It)

Figures below are industry ranges — your numbers will vary. Treat them as directional.

What turnover really costs

Widely-cited research (SHRM and others) puts the cost of replacing an employee at roughly 50% to 200% of their annual salary — often around six to nine months of pay. For home-service techs specifically, estimates run from about 100% of salary up to 2× when you count everything. For a tech earning $55,000, that’s potentially $55,000–$110,000+ per departure. Lose two or three a year and it’s a massive, mostly invisible drain.

The cost components (add these up)

1. Recruiting — ads, agency fees, your time screening (often $5,000–$20,000 per hire).
2. Hiring & onboarding — interviews, background checks, setup, first-30-days ramp (onboarding).
3. Training & ramp-up — a new tech isn’t fully productive for months.
4. Lost productivity — the vacant seat, plus reduced output while the newbie learns.
5. Team disruption — others cover the gap; morale dips.
6. Lost revenue & customer impact — missed jobs, and quality wobbles that can cost reviews.

A simple calculation

To estimate your cost per departure:

Recruiting + Onboarding + (Ramp-up productivity loss) + (Coverage/overtime) + Lost revenue

Even a conservative tally usually lands near or above the tech’s salary. Multiply by your annual departures and you’ll see why retention is one of the highest-ROI things you can work on.

How to cut turnover

1. Pay fairly and structure it well (pay plans, benchmarks).
2. Offer benefits that signal you care (affordable benefits).
3. Give a path to grow (career ladder).
4. Build a culture people don’t want to leave (culture).
5. Onboard well so new hires stick (onboarding).
6. Coach and recognize with scorecards and one-on-ones (scorecards, huddle).

Retention protects your reputation, too

Every tech who leaves takes experience with them — and a rotating cast of new faces means inconsistent service and shakier reviews. A stable, tenured team delivers the reliable quality that earns five stars. Tailwind turns that consistency into reputation by capturing a review after every job — see how it works.

Keep your best people, save a fortune. See how Tailwind works.