Running a business is tough. Running a business when people keep resigning? Even tougher.

If you’ve transitioned from being a virtual assistant to an agency owner or business leader, you’ve likely faced the challenges of managing a team. And one of the biggest headaches?

Employee turnover.

People come and go. It’s the nature of business.

But when resignations start piling up, it’s time to take a closer look at what’s happening and how you can fix it.

Because let’s be honest: hiring, training, and constantly replacing people is exhausting, costly, and disruptive.

So, how do you manage your business when turnover is high?

Let’s break it down.

1. Find Out Why People Are Leaving

You can’t solve a problem without understanding the cause. Instead of assuming, ask. Conduct exit interviews to uncover patterns.

Are people leaving for better pay?

Poor work culture?

Lack of growth?

Feeling overwhelmed?

These insights will tell you where to start making changes.

2. Hire the Right People from the Start

Sometimes, the issue isn’t that people are leaving, it’s that the wrong people were hired in the first place.

If your hiring process isn’t filtering for the right skill set, personality, and work ethic, you’ll keep cycling through hires.

Take time to refine your recruitment process, set clear expectations, and hire people who align with your company culture.

3. Offer Competitive Pay and Benefits

If your team members are jumping ship for better pay, take a hard look at your compensation structure.

The VA industry is growing, and skilled professionals have more options than ever.

Competitive salaries, performance bonuses, flexible work setups, and even small perks (like paid mental health days) can make a big difference in retention.

4. Create Opportunities for Growth

Virtual assistants often leave agencies because they feel stuck.

They don’t see a clear path for growth, so they move on.

As a business owner, you need to show them there’s room to grow within your company.

Offer training, mentorship, and leadership roles.

The more invested they feel in their future with you, the longer they’ll stay.

5. Build a Work Culture That People Love

People don’t just leave jobs; they leave toxic work environments.

If you have high turnover, take an honest look at your company culture.

Are team members overworked?

Is there open communication?

Do they feel valued?

A positive, inclusive work environment fosters loyalty and reduces the desire to leave.

6. Prioritize Work-Life Balance

Burnout is a real problem, especially in remote work.

Virtual assistants who become business owners sometimes forget how overwhelming VA work can be.

If your team feels constantly drained, they’ll start looking elsewhere.

Encourage reasonable workloads, offer flexible schedules, and respect boundaries.

7. Recognize and Reward Your Team

A simple ‘thank you’ goes a long way. So do bonuses, shoutouts, and promotions.

Recognition fuels motivation. If people feel unseen and unappreciated, they’re more likely to leave.

Celebrate small wins, reward loyalty, and make sure your team knows they matter.

8. Keep Communication Open

People don’t just quit out of the blue.

Most of the time, the warning signs were there, you just didn’t see them.

Regular check-ins, stay interviews (instead of just exit interviews), and anonymous feedback channels can help you catch and fix problems before they lead to resignations.

9. Address Burnout Before It Becomes a Problem

A stressed, overworked team is a ticking time bomb. Be proactive in managing workloads, encourage breaks, and foster a company culture that values well-being over hustle.

Your business will thrive when your team is healthy and engaged.

10. Have a Strong Onboarding and Retention Plan

Hiring isn’t just about filling a position. It’s about keeping the person in that role long-term. A structured onboarding process helps new hires integrate smoothly, while retention strategies like mentorship programs, career planning, and performance incentives keep them engaged.

11. Conduct Regular Employee Satisfaction Check-Ins

Don’t wait until someone resigns to find out they’re unhappy.

Check in regularly, collect feedback, and act on it.

This shows your team that their concerns matter and that you’re willing to make changes to improve their work experience.

12. Learn to Let Go Gracefully

Even with the best strategies, people will still leave. And that’s okay. What matters is how you handle it.

Maintain professionalism, keep doors open for future collaborations, and focus on learning from each resignation.

Every departure is an opportunity to improve your business.

Running an agency or business isn’t just about getting clients, it’s about leading people.

High turnover isn’t just a staffing issue; it’s a sign that something needs fixing.

By improving hiring practices, fostering a positive work culture, and genuinely investing in your team’s well-being and growth, you’ll build a business where people want to stay.

Because at the end of the day, a strong, committed team is what truly fuels success.

Have you experienced high turnover in your business? What strategies have worked for you? Share your insights in the comments!