During a recent leadership meeting with one of my clients, a key question arose: “How can we improve employee retention?”

At the time, I did not have a fully prepared response. However, after reflecting on my experiences in recruitment and consulting within the Restoration Industry, I identified several recurring reasons why professionals leave their organizations.

Retention challenges in restoration are not about a lack of skilled professionals but rather about organizational issues that push employees away. Common themes include poor leadership, a lack of shared vision, unfair compensation practices and the emotional toll of the work. Understanding these factors is critical for employers seeking to attract, engage and retain top talent in the industry.

Reasons Employees Leave the Restoration Industry

Lack of Shared Vision  

Employees need more than just a paycheck; they need a sense of purpose and direction. Companies that fail to communicate a clear vision for the future often see employees disengage and seek opportunities elsewhere.

A strong leadership team should:

• Clearly define and communicate the company's long-term goals.
• Align employee roles with the organization’s mission and objectives.
• Foster a culture where team members feel valued and heard.

Short-Sighted Leadership and Broken Promises

Many restoration companies have developed a reputation for firing top-performing salespeople just before they earn large commission checks. Recently, I spoke with a sales professional who left his position after being denied $350,000 in commissions. To be fair, this person was in a parallel industry with a low base salary. His employer did not expect $3.5Min service agreements when they signed a contract with a 10% commission. We hear these horror stories when these employees come to us, seeking new job opportunities.  

This approach leads to distrust and disengagement, driving employees toward competitors that honor their commitments. Organizations must focus on:

• Delivering on financial promises, particularly in commission-based roles.
• Providing long-term incentives (whether financial or otherwise) for high-performing employees.
• Encouraging mentorship programs that promote leadership development.

Lack of Recognition and Competitive Environment

Many successful sales professionals thrive in competitive and goal-driven environments. Public recognition for achievements fosters motivation, performance and employee satisfaction.

To create a more engaging workplace, companies should consider:

• Sales leaderboards to track and reward top performers.
• Monthly or quarterly recognition programs for high achievers.
• Performance-based bonuses and incentives to maintain motivation.

Focusing Only on Compensation Without Workplace Satisfaction

While salary remains an important factor, compensation alone does not guarantee retention. If another company offers a higher salary, employees will leave unless they have strong reasons to stay.

Successful retention strategies include:

• A positive workplace culture that fosters professional growth.
• Strong benefits packages, including healthcare, paid time off (PTO) and retirement plans.
• Financial education programs to help employees manage their earnings effectively.

The Emotional and Psychological Toll of Restoration Work

Restoration work is not just physically demanding, it is mentally and emotionally draining. Employees often experience challenges in work/life balance when responding to disaster situations, including biohazard cleanups and catastrophic events.

The mental health impact of this work is undeniable yet rarely addressed.

To support employees’ well-being, companies should:

• Provide mental health resources and counseling services.
• Offer decompression time and wellness programs.
• Create a culture where employees feel safe discussing emotional challenges.
• Make use of and promote mental health resources that are included in health insurance plans.

Solutions: How to Retain Top Talent

Organizations looking to improve employee retention should consider implementing the following strategies:

• Honor commitments – Ensure employees receive the compensation and benefits they have earned.
• Recognize good performance – Publicly celebrate successes and foster a competitive, rewarding environment.
• Invest in employee benefits – Offer healthcare, PTO, and retirement plans to build long-term loyalty.
• Prioritize mental health – Acknowledge job-related stress and provide resources to help employees cope.
• Develop a shared vision – Help employees understand their role in the company’s long-term success.

By addressing these core challenges, restoration companies can reduce turnover, build stronger teams and improve overall business performance.