Paycom lists 20 retention moves

Paycom published a February 27 guide that lays out 20 ways employers can keep workers longer while pushing performance higher. (paycom.com) The list runs from flexible schedules, recognition and career paths to better onboarding, manager training and compensation reviews. Paycom says turnover cuts into morale, productivity and institutional knowledge, and it frames retention as a workforce management issue rather than a perk program. (paycom.com) The post sits inside a broader Paycom content push on retention in 2026. Paycom’s blog index shows the article under Workforce Management, and its resources hub pitches HR guidance on performance, productivity and growth. (paycom.com 1) (paycom.com 2) Paycom is also tying the advice to its software. Its Retention Dashboard says it analyzes more than 30 employee data points, including tenure, commute time, recent pay changes and last promotion, to flag workers at higher risk of leaving. (paycom.com) The timing lines up with a cooler but still fluid labor market. The U.S. Bureau of Labor Statistics reported 6.882 million job openings in February 2026, with a quits rate of 1.9% and a total separations rate of 3.1%. (bls.gov) That backdrop helps explain why retention remains a live issue for employers even after the hiring frenzy of 2021 and 2022 eased. The Bureau of Labor Statistics says quits are voluntary separations, making the quits rate a measure of workers’ willingness or ability to leave jobs. (bls.gov) Paycom’s own 2026 training guide makes the same argument from another angle. It says 39% of human resources professionals and 33% of finance professionals identified employee development as a top priority in 2026, and it cites LinkedIn data showing 7 in 10 employees tie learning to a stronger sense of connection to their organization. (paycom.com) The practical takeaway is less about any single tactic than about bundling them. Paycom’s article says one approach is not enough to overcome turnover, and its product pages pitch retention as something employers can track, forecast and intervene on before an employee exits. (paycom.com 1) (paycom.com 2)