February is often associated with love. Between Valentine’s Day, Galentine’s Parties, and Friendship Weeks, it is not difficult to see why. But this February, it’s worth asking: do employees also feel love for where they work? For employers, cultivating a workplace that inspires loyalty, belonging, and satisfaction isn’t just a nice sentiment, it’s a smart business strategy.

The High Cost of Lost Love

Employee turnover is more than an inconvenience; it’s a costly problem. According to a new report from staffing agency Express Employment Professionals, more than one in five companies (22%) say turnover costs their company $100,000 or more per year. The Work Institute’s 2024 Retention Report found that U.S. companies spent nearly $900 billion replacing employees who quit in 2023. These numbers highlight a simple truth: when employees fall out of love with their workplace, the financial and cultural costs are steep.

Culture: The Heartbeat of Retention

A thriving workplace culture is one of the most powerful ways to keep employees engaged and committed. Research from Heidrick & Struggles shows that culture ranks among the top three positive influences on retention rates, alongside compensation and flexibility. In fact, 72% of employees make important work decisions based on company culture, and 79% would not take a higher-paying job at a company they believed had questionable ethics. This closely echoes similar research by SHRM, a nonprofit. In their latest report: The State of Global Workplace Culture in 2024, they found that 83% of those who rate their workplace culture as good or excellent are motivated to produce high-quality work as compared to 45% of those in poor or terrible cultures.These findings underscore that employees are looking for more than a paycheck. Employees are seeking purpose, trust, and alignment with their values. When organizations invest in creating a culture of respect, inclusion, and care, employees respond with loyalty and enthusiasm.

A recent study published by the Journal of Marketing and Social Research reinforces that hiring and retaining talent requires more than competitive pay and benefits. The share of employees who said work-life balance is important (71%) ranked high on what employees seek in a workplace next to flexible work schedules (81%) and positive workplace culture (78%). This balance is at the core of Family Friendly New Mexico’s mission: helping employers design policies that support families and caregivers while strengthening business outcomes. Family friendly policies such as flexible scheduling, paid leave, and remote work options not only improve this sought after work environment but also fosters a sense of belonging and trust. Employees who feel valued and supported are less likely to leave, with highly engaged employees being 3.4 times less likely to seek new jobs compared with their disengaged counterparts.

Building a Culture Employees Love

Creating a workplace employees love doesn’t happen by accident,  it is built through intentional policies and practices that prioritize people. To do this employers can:

• Encourage open communication and feedback.
• Offer flexibility in work schedules and locations.
• Recognize and celebrate employee contributions.
• Provide opportunities for growth and development.
• Support family-friendly benefits that meet diverse needs.

When employees feel connected to their organization and its mission, they become ambassadors for the brand which in turn can assist with spreading positivity, innovation, and commitment throughout the workplace. And when employees truly love where they work, they stay, they thrive, and they help their organizations flourish.

Looking for resources for creating a workplace your employees love? Check out our resources for more info.

Katharine McInnis

Operations and Events Coordinator for Family Friendly New Mexico and mom to two.