What do people really value at work?

When you strip it down, four things keep showing up again and again:

💰 Money

⏳ Time

⚖️ Risk

🌟 Status

These aren’t just business levers—they’re human levers. And they show up differently depending on who you are:

-For HR leaders, they shape how you retain talent, protect culture, and drive ROI.

-For LATAM and Hispanic professionals, they shape how you adapt, grow, and lead in U.S. companies without losing who you are.

Over the next few months, I’ll be sharing a series of reflections—four for HR leaders and four for professionals—on how dignity-based coaching creates value through each of these lenses.

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💼 HR + Money: Retention is your biggest financial lever

According to the Society for Human Resource Management (SHRM) and Gallup, replacing an employee costs 1.5–2x their annual salary once you factor in recruiting, onboarding, lost productivity, and retraining.

Let’s put that into perspective:

- Small company (100 employees, avg. salary $60K):

10% turnover (10 employees) costs $900K–$1.2M annually.

- Mid-sized company (1,000 employees, avg. salary $80K):

10% turnover (100 employees) costs $12M–$16M annually.

- Large company (10,000 employees, avg. salary $100K):

10% turnover (1,000 employees) costs $150M–$200M annually.

Now here’s the ROI lens:

If coaching reduced turnover by even 15%—

- Small company saves ~$150K/year

- Mid-sized saves ~$2M/year

- Large saves ~$30M/year

That’s money you don’t have to ask Finance for. It’s already in the budget—hidden in the savings.

And the upside goes beyond the numbers:

- Projects stay on track.

- Client relationships aren’t disrupted.

- Teams keep their trusted colleagues and cultural stability.

Here’s the quiet truth:

It’s not about chasing numbers—it’s about honoring the people behind them.

When employees stay, it’s not just cost savings. It’s continuity, trust, and dignity that money alone can’t buy.

Retention isn’t just a “people issue.” It’s one of the most direct financial strategies HR leaders can own.

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👉 If you’re an HR leader looking to protect your bottom line while retaining LatAm and Hispanic talent and building a culture of belonging, let’s connect.

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(Numbers based on Society for Human Resource Management (SHRM) research on turnover costs, Gallup estimates on lost productivity, and Work Institute’s 2023 Retention Report — all consistently place replacement costs at 1.5–2x annual salary, often higher for specialized roles.)

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