When a technician leaves, the impact goes far beyond just filling a vacancy. The cost of turnover—both financial and operational—adds up quickly, affecting productivity, customer experience, and overall team stability. Yet, many businesses don’t realize just how much they’re losing until it’s too late.

Breaking Down the Cost of Turnover

Replacing a skilled technician is costly. Between recruiting, onboarding, and training, businesses can spend tens of thousands of dollars per lost employee. And that’s just the beginning.

• Lost Productivity – A new technician isn’t at full speed right away. It can take months before they match the efficiency of an experienced team member.

• Customer Satisfaction – High turnover can lead to inconsistent service quality, longer wait times, and frustrated customers.

• Knowledge Drain – When seasoned techs leave, they take valuable expertise with them, leaving gaps in brand-specific knowledge and best practices.

• Team Morale – A revolving door of new hires can lead to burnout and disengagement among the remaining staff.

And let’s talk about what’s fueling the fire. An ASE leader recently shared that 41% of entry-level techs who don’t receive on-the-job training leave within two years. That’s not just turnover–It’s a missed opportunity to retain and grow the talent already in the building.

Invest in Retention, Reap the Rewards

Rather than constantly hiring to fill vacancies, businesses that focus on retention create a stronger, more efficient workforce. Investing in mentorship, professional development, and a positive workplace culture not only keeps technicians engaged but also builds long-term stability.

That’s exactly where Mentor Mentee fits in. Our platform helps businesses move from intention to implementation—offering a clear, structured approach to mentoring that builds technician loyalty and long-term success. Because when the right systems are in place, retention isn’t a guessing game—it’s a strategy.

PartsTech’s 2025 industry report shows that 69% of shop owners and managers agree career pathing is crucial for retaining technicians–yet only 10% have a formal plan in place. The intention is there, but the execution? Still lagging.

A well-supported technician stays. And when they stay, they contribute to a stronger, more profitable business.

Interested in strategies to keep your team engaged and committed? Let’s talk about how a structured mentoring system can help.