Employee turnover is a tremendous inconvenience, not only for the managers who are charged with filling empty positions but for the employees who must pick up the slack in the interim. Finding qualified individuals, and hiring and onboarding them, can also come at significant cost—roughly 30 to 50 percent of the annual salary of an entry-level employee, 150 percent of a midlevel employee’s yearly pay, and as much as 400 percent of the average annual salary of a high-level or highly specialized employee, according to recent research. It’s in an organization’s best interest to boost retention rates as much as possible. And it seems the concern is widespread; according to data from Spherion, 78 percent of businesses are more worried about a talent shortage than they were in the past year. The best way to ensure that employees stay is to ensure that they remain engaged. According to data from Glint, the attrition rate of disengaged employees is 12 times higher than for highly engaged employees over a yearlong period.