Last updated 10 November 2026
Start with figures already in your systems, and work out what one resignation costs you. Your own figure will convince finance more than a published estimate.
Productivity loss is hard to put a number on, and finance often only looks at what is spent.
What to do
- Gather the figures you already have medical leave days, resignations in the first year, overtime hours, incident reports, EAP usage, requests for work adjustments and complaints.
- Work out what one resignation costs you Add up the recruitment fees, the weeks the role stays empty, the overtime others work to cover it and the months before a new hire can do the job fully.
- Give finance a reference point Gallup estimates from US data that replacing an employee costs between half and twice their annual salary. Your own figure will be more convincing.
- Show whether things improve Ask staff before and after whether their supervisor treats them with respect, whether rewards feel fair and whether they feel able to speak up. Alternatively, try one change in one team for three to six months and compare it with a team that hasn’t changed anything.
Good to know
When you make the case, you are balancing two things. The organisation needs to stay viable and competitive, and have money to invest in the future. Staff need respect, clarity and support. Those who are not directly affected also need to see that the organisation is being led responsibly.
People Leaders and Safety Leaders each have a part to play:
- People Leaders help the business understand what its decisions mean for people, such as how fair pay and promotion feel, morale and staff leaving. They also help staff understand the business reasons behind those decisions.
- Safety Leaders help the business understand how decisions on staffing, shifts and deadlines create risk, such as fatigue, incidents and work stress. They also help staff understand why controls are being put in place and how to raise concerns.
Read more
Was this answer helpful?
See all questions. This is general guidance, not legal or clinical advice. Can’t find your answer? Email hello@wellbeingchampions.sg.