The Big Stay Is a Silent Retention Crisis
The workforce has shifted. Employees aren’t job-hopping anymore — they’re staying put, but their engagement has quietly walked out the door. Your headcount is stable, but your productivity isn’t. Your payroll is running, but your best performers are coasting.
And when you do lose someone who matters — a high performer, a tenured manager, someone who knows everything — you feel it immediately. Because there’s no pipeline. No succession plan. No roadmap to replace them.
- No market-competitive compensation benchmarking — you’re guessing on pay
- Career ladders that stop at “get a promotion someday” — no real path forward
- Performance management that’s punitive, not developmental
- No stay interview program — you only find out why people leave after they’re gone
- Equity and pay compression driving quiet resentment among tenured staff
How Catapult Solves It
We build the retention infrastructure your competitors don’t have — compensation strategy, career architecture, and engagement systems that actually work.
Compensation Benchmarking
Market-based pay analysis using current salary surveys so you know exactly where you stand — and what it takes to stay competitive before you lose someone over it.
Total Rewards Strategy
Beyond salary: incentive structures, benefits positioning, PTO philosophy, and non-cash recognition programs designed to compete with employers 3x your size.
Career Path Architecture
Role-by-role career ladders with clear competency frameworks so employees see a future at your company — not just a job description.
Performance Management Systems
Goal-setting, continuous feedback, and review frameworks built to develop people — not just document them for termination.
Stay Interview Programs
Structured conversations with your best employees before they decide to leave — so you find out what’s actually driving retention risk while you can still act on it.
Employee Engagement Strategy
Survey design, results analysis, and action planning that closes the gap between what employees want and what your company delivers.
What Our Clients Say
“We did a comp benchmarking study with Catapult and discovered we were 18% below market for our top engineers. We fixed it before we lost anyone. That one project probably saved us $300K in turnover costs.”
“Catapult built our career ladder framework from scratch. In the first year, we had three internal promotions that would have been external hires. Our people finally saw a path forward.”
The Real Cost of Turnover
Most companies underestimate what they actually spend when they lose a good employee.
Direct Replacement Costs
Recruiting fees, job board spend, interview time, background checks, and onboarding investment add up to 50–200% of annual salary per departure.
Productivity Gap
New employees operate at 25% productivity for 3+ months. Lost institutional knowledge takes 6–12 months to fully rebuild — even with a perfect hire.
Disengagement Tax
A Gallup study estimates disengaged employees cost 34% of their annual salary in lost productivity each year — before you ever see a resignation letter.
Pay Equity Exposure
Unaddressed pay compression and market misalignment create EPA and state pay equity liability as compensation audits and transparency laws expand across states.
Retention Strategy That Goes Beyond Salary
Most companies react to retention problems with counter-offers. We help you build the workplace architecture that makes the counter-offer conversation unnecessary.
From compensation structure to career growth to manager behavior, Catapult addresses the full picture of what makes people stay — or leave. And we do it with the data and benchmarking to make the business case to leadership.
Stop Losing the People You Invested In.
Let’s build the compensation, career growth, and engagement strategy that makes your best people choose to stay — and shows your leadership team the ROI.