Last updated on September 5th, 2025
High turnover rates have long been an area of concern for public housing authorities. High rates of staff turnover not only hurt PHAs financially but also reduce the quality and efficacy of programs. Low retention rates can be attributed to a variety of factors, including low wages, lack of resources, and limited upward mobility, among other reported causes. So, what can PHAs do to combat high rates of turnover? This article will discuss the costs of low retention, the reasons PHA employees are leaving, and the strategies PHAs can employ to counteract these issues.
Costs of High Turnover for PHAs
Below are some of the costs of high turnover for housing authorities:
- Increased time and money spent hiring and training new employees.
- Loss of institutional knowledge.
- Increased strain on remaining staff.
- Reduction in the quality of services.
Causes of Low Retention in PHAs
The following are some of the most commonly reported reasons that PHA employees leave their jobs:
- Low compensation and costly health benefits compared to private sector positions.
- Inadequate training due to budget constraints and limited staffing.
- Overwhelming workload due to staffing shortages.
- Resource constraints (insufficient tools, technology, and/or support) due to budget limitations.
- Lack of timely feedback on work performance.
- Limited career advancement opportunities.
- Insufficient communication between supervisors, coworkers, and other departments.
- Aging workforce with many long-tenured employees approaching retirement age, without any succession plans in place.
- Inconsistent enforcement of policies and procedures.
- Lack of remote work and flexibility due to outdated systems.
Strategies PHAs Can Implement to Counter These Issues
Below are some actionable steps PHAs can take to reduce staff turnover:
- Offer competitive benefit packages for health and retirement.
- Invest in training and career development.
- Implement a formal system for onboarding new employees, including mentorship programs, frequent check-ins, relevant training materials, and sufficient time during the work day to complete training.
- Leverage technology such as updated software and automation to reduce administrative burden.
- Identify what tools team members specifically need to accomplish their jobs successfully.
- Implement performance feedback measures.
- Share open positions internally with team members through a variety of channels (i.e. the PHA’s website, staff meetings, email, text, printable notices, etc.)
- Schedule regular career conversations with team members.
- Increase communication with team members, employing varied communication methods such as all-staff meetings, video messages, department meetings, one-on-one meetings with supervisors, newsletters, suggestion boxes, and employee surveys.
- Respond to employees’ questions and concerns in a timely manner.
- Create succession plans.
- Regularly review policies and procedures, updating as needed.
- Allow hybrid or remote work arrangements where possible.
- Implement employee wellness programs.
Conclusion
Though high turnover rates remain a significant challenge for PHAs, there are steps that housing authorities can take to improve employee satisfaction and retention. While you consider how to improve your PHAs’ retention strategies, you can trust RBT CPAs to take care of your accounting, tax, audit, and advisory needs. Contact us today to learn how we can be Remarkably Better Together.