After reading the article, it is plain that the two most critical areas that are important for a human services nonprofit agency to maximize retention are compensation and benefits and organizational culture. These are important because a high turnover rate can disrupt services, increase costs, and negatively impact client outcomes.

Fair pay and solid benefits are essential for keeping employees around. Nonprofits often have tight budgets, but offering competitive salaries shows staff that they have value within the agency. According to the Center for Nonprofit Advancement, nonprofits that paid competitive wages had a $20\%$ lower turnover rate.

Benefits like health insurance, retirement plans, and paid time off are also key, especially in the high$-$stress human services field. A survey found in Nonprofit HR found that employees with access to comprehensive benefits were $40\%$ more likely to stay within the company for five years or more.

By increasing employee salaries by $10\%$ and adding mental health support to its benefits package, it can increase retention rates and also make employees feel more secure and appreciated $($Nonprofit HR$,2023).$

When an agency has a positive organizational culture within the workplace, it can make a very large difference. Employees are often driven by the agencies mission and an article in Lyra Health found that employees who felt aligned with their organization's mission were $30\%$ more likely to stay long$-$term.

It is also important to create a supportive environment with good leadership, ipen communication, and recognition. The Center for Creative Leadership states that organizations with strong leadership and open communication have $25\%$ lower turnover rates $($Center for Creative Leadership, $2025).$ Provide feedback to peer post.