Note — general guidance only: Workforce trends, compliance requirements and software capabilities evolve. Confirm current ClubsHR features and Fair Work obligations before updating retention policies.



In 2025, competition for skilled staff is fierce. For clubs, an engaged, loyal workforce is not just desirable—it’s essential for delivering outstanding member experiences and maintaining a strong reputation. The challenge is not only finding great people, but keeping them from seeking opportunities elsewhere. That’s where understanding the full range of retention factors becomes key.



Understanding What Drives Retention

Retention drivers fall into two categories—intrinsic motivators (personal fulfillment) and extrinsic motivators (tangible rewards).

Intrinsic Factors

• Sense of Purpose
Staff are more engaged when they see their work contributing to the club’s mission or community impact.

• Work–Life Balance
Flexible schedules and wellness initiatives support mental and physical wellbeing.

• Job Satisfaction
Challenging, rewarding roles keep staff inspired to stay.

• Relationships & Culture
Supportive leadership, effective communication, and strong teamwork foster belonging.

Extrinsic Factors

• Compensation & Benefits
Competitive salaries, bonuses, and perks remain critical to retention.

• Career Development
Training, mentoring, and clear progression paths keep staff motivated.

• Recognition
Regular appreciation—formal and informal—builds loyalty and pride.

Strategies for Retaining Top Talent in 2025

Cultivate a Positive Work Environment

Create a culture of respect, transparency, and appreciation. Celebrate wins, encourage peer support, and maintain open channels for feedback.

Provide Growth & Development Opportunities

Offer regular training, sponsor attendance at industry events, and create clear career pathways within the club.

Recognition & Reward Programs

Implement structured programs—such as “Employee of the Month,” performance bonuses, and public kudos—while also embracing informal praise and added responsibilities for high performers.

Offer Competitive Pay & Benefits

Regularly benchmark against industry standards and adjust packages to remain competitive. Consider unique perks, from wellness programs to extra leave days.

Involve Staff in Decision-Making

Invite input on operational changes, roster planning, and club initiatives. Empower teams to make decisions in their areas of expertise.

Conduct Exit Interviews & Act on Insights

Analyse patterns in feedback from departing staff and address recurring issues in your retention strategy.

Build Strong Team Connections

Organise team-building activities and social events to strengthen relationships and foster camaraderie.

Monitor Engagement Levels

Run regular pulse surveys to spot dips in morale early, then address concerns before they drive attrition.

Keep Strategies Current

Review and refine your retention plan annually, aligning with industry trends and evolving staff expectations.



The Role of ClubsHR in Retention

ClubsHR simplifies and strengthens retention efforts with tools built for clubs:
• Time Savings – Manage availability, rosters, comms, and payroll data in one place.
• Cost Efficiency – View real-time labour costs and manage budgets proactively.
• Staff Responsibility – Let employees update their own availability to reduce scheduling conflicts.
• Time Theft Prevention – Digital clock-in/out ensures accurate hours worked.
• Perfect Match Rosters – Automatically assign qualified staff to shifts.
• Payroll Compliance – Award interpretation and payroll integration keep you Fair Work compliant.

By combining proven people-focused strategies with ClubsHR’s technology, clubs can build an environment where talented employees want to stay—and thrive. Remember: your people are your greatest asset, and investing in them is investing in the long-term success of your club.