Employee turnover costs money.

A 2012 study by the Center for American Progress shows that it costs a business roughly one-fifth of an employee’s salary to replace that employee once they’re gone.

These costs show up in obvious and subtle ways.

They show up in the hard costs of hiring a new person (what’s involved with advertising, interviewing and screening). They surface in the training and management time spent onboarding a new employee. More subtly, but no less significantly, these costs also show up in the time it takes a new hire to reach a predecessor’s productivity.

The more turnover a company has, the more these costs eat away at the bottom line. While there’s no way to eliminate employee turnover completely, here are five strategies that companies can implement to make it the exception and not the rule:

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