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. In fact, if a tech reaches full productivity just 73 days sooner, that can mean up to $25,000 more in revenue per year—per entry-level tech.
- 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.
The Hidden Costs Add Up
It’s not always obvious how much each departure costs until you look at the numbers. The Work Institute’s 2024 Retention Report found that the cost to replace an employee averages 33% of their annual salary. For an entry-level tech making $41K/year, that’s nearly $13,500 gone each time someone walks out.
Then there’s the bigger picture: turnover doesn’t just drain the budget—it slows growth. Faster ramp-up and stronger retention can drive more than $35,000 in added value per technician, per year, when you combine rehiring cost savings and increased revenue from faster productivity.
Invest in Retention, Reap the Rewards
Hiring may fill a role, but retention builds a team. When businesses shift their focus from replacing people to developing them, the payoff goes far beyond the bottom line. It shows up in smoother operations, stronger culture, and a crew that’s aligned and engaged.
It’s not about reinventing the wheel—it’s about doing more with what (and who) you already have. Investing in mentorship, skill growth, and career visibility keeps technicians moving forward, not out the door. And that momentum spreads: experienced techs stick around longer, new hires get up to speed faster, and the whole team gains confidence.
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. Now it’s time to close the gap between good ideas and great execution.
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.
A well-supported technician stays. And when they stay, they bring stability, momentum, and pride to the whole team. The goal isn’t just to keep seats filled—it’s to build something stronger with the people already on board.
Interested in strategies to keep your team engaged and committed? Let’s talk about how a structured mentoring system can help.