--- title: "Employee Retention Problems: When They Stay Too Long" description: Employees who stay at a company too long can have just as negative of an effect as those who turnover quickly. 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- - - [whatsapp://send?text=https://blog.axcethr.com/employee-retention-problems-when-they-stay-too-long](whatsapp://send?text=https://blog.axcethr.com/employee-retention-problems-when-they-stay-too-long) - [mailto:?subject=Employee%20Retention%20Problems:%20When%20They%20Stay%20Too%20Long&body=https://blog.axcethr.com/employee-retention-problems-when-they-stay-too-long](mailto:?subject=Employee%20Retention%20Problems:%20When%20They%20Stay%20Too%20Long&body=https://blog.axcethr.com/employee-retention-problems-when-they-stay-too-long) ![retention problems when employees stay too long](https://blog.axcethr.com/hs-fs/hubfs/retention%20problems%20when%20employees%20stay%20too%20long.jpg?width=1200&name=retention%20problems%20when%20employees%20stay%20too%20long.jpg) The issue of an employee with a long tenure can actually be just as difficult to deal with as high employee turnover. While the average tenure at a company in the US falls between four and five years, we do on occasion see employees stay beyond this, often well beyond. Certainly, this can be a good thing; however, it all depends on the employee. For an employee with a negative attitude and work ethic, it can present a downside that business owners must navigate to prevent the long-tenured employee from having an adverse effect on the company and on other employees as well. What are the common issues associated with employees who stay on for a long time? Disengagement is one issue. When something becomes fairly commonplace, an individual becomes more apt to “phone it in.” There can also be the [problem of burnout](https://hrexecutive.com/burnout-is-continuing-to-rise-is-hr-doing-enough/) with an employee who’s been with you for a long time. Additionally, boredom is very real among some employees, particularly those who’ve done the same job for years on end. [RELATED: Five Effective Employee Retention Strategies >>](https://blog.axcethr.com/five-effective-employee-retention-strategies) ## **What Makes an Employee Stay with a Company?** In this current climate in which there are high turnover rates among employees and where labor shortages are hampering numerous US businesses, the employee with a long tenure might seem like a bit of an anomaly. They do exist, and there are reasons why they tend to stay put. Among some of the more common reasons why employees stay with a firm for a long period of time are: - ### **They Long for Stability** Things are constantly changing. And there are people who can have a difficult time with change and upheaval. In terms of their career, they prefer to cling to what has been working, thinking that this is what will continue to work. In other words, they thrive on the stability their job provides. - ### **They Like the Recognition They Receive** For many people, knowing that they are doing their job and accomplishing their goal is important to them. Being recognized within the company for achieving objectives is a huge boon to their psyche—even if those objectives are just the bare minimum of what they need to do. - ### **They Like the Seniority** Obviously, when someone is employed by the same company for a period of time, they will generally have seniority over newer hires. From a psychological perspective, this can be very important to some people. **[![what is the difference between attrition vs turnover](https://no-cache.hubspot.com/cta/default/2652187/9eb29951-bb91-4725-9ef6-1072317f68cb.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/9eb29951-bb91-4725-9ef6-1072317f68cb)** ## **What Can You Do with a Long Tenure Employee?** If an employee has been there for a relatively long period of time, and yet their growth is nonexistent, then it may be time to address the situation head-on. Especially if that [employee is complacent](https://www.shrm.org/hr-today/news/hr-magazine/0217/pages/how-do-you-deal-with-difficult-people.aspx) and thereby contributing to the aura of stagnation that seems to be plaguing the business, you want to take action as ignoring the issue will likely not make it go away. 1. ### **Give Them Room to Grow** For those “super-tenured” employees, the issue may be that they really haven’t had ample opportunity for career growth. One thing you as the boss can do is to give them access to classes and training that will enable them to update their skills. Upskilling opportunities could excite the employee and re-spark their interest in their job and overall career. 2. ### **Perform a Comprehensive Evaluation** Every employee needs feedback from time to time as part of an effective [employee performance management](https://blog.axcethr.com/employee-performance-management) process. A comprehensive evaluation of a long-time [employee’s performance and overall productivity](https://blog.axcethr.com/5-proven-ways-to-increase-employee-productivity) might just be the eye-opener that person needs to see where they may be lagging a bit in their responsibilities and what they could do to improve and thus meet requisite metrics. [RELATED: Revisiting the Performance Review - Does It Need to Be Fixed? >>](https://blog.axcethr.com/revisiting-the-performance-review-does-it-need-to-be-fixed) 3. ### **Hire New Employees** If you have the room and the budget, then bringing in new employees could potentially help you to jumpstart growth. The longer-tenured staff will most likely become more motivated to do better and perform up to par. Not to mention, you bring a fresh perspective to the team dynamic inherent within the company by introducing new faces. A couple of things to keep in mind when bringing in new staff: make sure everyone has some opportunities to get to know each other, also make sure that the new employees feel empowered, and finally, don’t shortchange the existing team, it is key to highlight their successes up to this point. 4. ### **You May Have to Make a Difficult Call ** If a long-tenured employee refuses to engage and or evolve in their role, then it [may be time for termination](https://blog.axcethr.com/time-to-say-goodbye-15-tips-for-effective-terminations). Particularly when dealing with employees who’ve been with you for a while, this can be a hard thing to do. Be direct in your dialogue and clearly explain what the issues are and why you are faced with having to make this decision [**RELATED: **Time to Say Goodbye? 15 Tips for Effective Terminations >>](https://blog.axcethr.com/time-to-say-goodbye-15-tips-for-effective-terminations) ## **[![Talent management consulting for small businesses by Axcet HR Solutions](https://no-cache.hubspot.com/cta/default/2652187/interactive-189247610683.png)](https://blog.axcethr.com/hs/cta/wi/redirect?encryptedPayload=AVxigLJ7CDslTQw13zYOM2Wz%2B0%2Bw9MBW2OOR7LA3pYNOarsqKnQREPXqvaXqZSZECLGkR%2F96I4PdHCtMEZVmA4L3m454Eih56yeyV0XZ6gYZhIoSHuJ93GpFLp8sOPbR%2F0HpdchFq2Y5k%2Fl13qPvX6MRlN%2BxeDAEAvZnMXa%2Fc%2FnInmY%2FXtQJLbxL920wZWG5SXdP1jl2FViYXkxDfLFSsdKUTHc81S3tkvc2Y95VnO66MBPcprv7YsH5A1klE7vSoKeqVuyilUcXy6wqefSEbLPn6CX0op52XI2cPz4%3D&webInteractiveContentId=189247610683&portalId=2652187)** ## **Know When It’s Time to Let Go—and How to Do It Right** Long-term employees can be a tremendous asset, but when performance declines or cultural fit fades, it may be time for tough—but necessary—decisions. Axcet HR Solutions helps small and mid-sized businesses navigate delicate retention challenges with compassion and compliance. From coaching and performance improvement plans to thoughtful offboarding strategies, our talent management experts are here to support every step of the process. [Learn more about Axcet’s Talent Management Consulting Services](https://www.axcethr.com/services/human-resources/talent-management-consulting/) and ensure you're managing employee longevity in a way that benefits your entire organization. [![See if a PEO makes sense for your business](https://no-cache.hubspot.com/cta/default/2652187/18caba7b-fa27-458e-b41c-5af2422700be.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/18caba7b-fa27-458e-b41c-5af2422700be) [![Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/hs-fs/hubfs/Jeanette-04.jpg?width=80&height=80&name=Jeanette-04.jpg)](https://blog.axcethr.com/author/jeanette-coleman) Written by #### [Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/author/jeanette-coleman) Jeanette Coleman, SPHR, SHRM-SCP, is the Director of Human Resources at Axcet HR Solutions, where she has contributed her expertise for over 21 years. As a leader in the HR industry, she holds advanced certifications as a Senior Professional in Human Resources (SPHR) and SHRM-Senior Certified Professional (SHRM-SCP). Jeanette oversees HR strategy and operations, ensuring Axcet delivers exceptional HR services that help small and mid-sized businesses stay compliant and grow. With a Master’s degree in Human Resource Management from Keller Graduate School and a Bachelor of Science in Business Administration from Kansas State University, Jeanette is well-equipped to lead and support clients in navigating complex HR challenges. Throughout her 15-year tenure as Director of Human Resources, she has been instrumental in positioning Axcet as the Midwest’s largest and premier Professional Employer Organization (PEO). Her previous roles at Axcet include Director of Employee Benefits and Senior HR Consultant, where she gained extensive experience in HR outsourcing, and employee risk management. Jeanette’s expertise has been recognized through industry and regional publications. She co-authored the article “High-Touch in the Age of High-Tech: How PEOs Can Embrace AI Without Losing Their Humanity” (https://peoinsider.org/articles/high-touch-in-the-age-of-high-tech-how-peos-can-embrace-ai-without-losing-their-humanity/) for PEO Insider (March 2026), alongside Jo McClure, and was featured in Ingram’s Magazine in a Q&A (https://ingrams.com/article/qa-with-jeanette-coleman/) discussing generational change, technology, and workplace culture. These contributions reflect her perspective on balancing innovation with the human side of HR. Jeanette’s leadership reflects her deep commitment to helping businesses thrive through strategic, compliance-driven HR solutions. Through her writing, she shares insights on HR strategy, compliance, and best practices to help employers confidently manage their workforce. Published in: PEO Insider and Ingram's Read more [View all posts →](https://blog.axcethr.com/author/jeanette-coleman) ### Get HR Updates ### Table of Contents ### Related Resources - [services Human Resources](https://www.axcethr.com/services/human-resources/) - [services recruitment & retention](https://www.axcethr.com/services/human-resources/recruitment-and-retention/) #### [When Winter Storms Strike: Can Employers Require Attendance During Inclement Weather? ![When Winter Storms Strike: Can Employers Require Attendance During Inclement Weather?](https://blog.axcethr.com/hubfs/background-board-bokeh-929245.jpg)](https://blog.axcethr.com/when-winter-storms-strike-can-employers-require-attendance-during-inclement-weather) #### [![how to hire for a job you don't understand](https://blog.axcethr.com/hubfs/how%20to%20hire%20for%20a%20job%20you%20dont%20understand.png) Hiring for a Job You Don’t Understand? Here Are Five Tips](https://blog.axcethr.com/hiring-for-a-job-you-dont-understand-some-tips-and-advice) ## Let us know what you think... ![AxcetHR Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [What We Stand For](https://www.axcethr.com/about-us/what-we-stand-for/) - [Expertise](https://www.axcethr.com/expertise/) - [Employee Benefits](https://www.axcethr.com/services/employee-benefits/) - [Human Resources](https://www.axcethr.com/services/human-resources/) - [Payroll Services](https://www.axcethr.com/services/payroll-and-tax-administration-services/) - [Risk Management](https://www.axcethr.com/services/workers-comp-and-employee-safety-risk-management/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Subscribe to Latest Resources](https://www.axcethr.com/subscribe-to-the-latest-resources/) - [Resource Library](https://www.axcethr.com/expertise/resource-library/) - [\[ Client Portal \]](https://www.axcethr.com/client-services/) - - - - - Search for: Copyright © 2023 Axcet HR Solutions – Kansas City's PEO Since 1988 | [Privacy Policy](https://www.axcethr.com/privacy-policy/) | [Terms and Conditions](https://www.axcethr.com/terms-conditions/) | [**Join our Team – Careers »**](https://axcethrsolutions.prismhr-hire.com/) 10975 Grandview Drive Suite 200, Corporate Woods Building 27, Overland Park, KS 66210 | Call us: 913-383-2999 *The IRS does not endorse any particular For more information on [certified professional employer organizations](https://www.axcethr.com/why-axcet/certified-peo/), go to [www.irs.gov](https://www.irs.gov).* Remove cookies ![](https://dc.ads.linkedin.com/collect/?pid=43031&fmt=gif) ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Jeanette Coleman, SPHR & SHRM-SCP", "url" : "https://blog.axcethr.com/author/jeanette-coleman" }, "dateModified" : "2026-07-30T02:12:15.565Z", "datePublished" : "2022-01-27T15:15:00.000Z", "headline" : "Employee Retention Problems: When They Stay Too Long", "image" : [ "https://blog.axcethr.com/hubfs/employee%20retention%20problems%20and%20strategies.jpg" ], "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/employee-retention-problems-when-they-stay-too-long", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hubfs/_logo_axcethr_primary.png" }, "name" : "Axcet HR Solutions" } } ``` ```json { "@context" : "https://schema.org", "@id" : "https://www.axcethr.com/#organization", "@type" : "Organization", "address" : { "@type" : "PostalAddress", "addressCountry" : "US", "addressLocality" : "Kansas City", "addressRegion" : "MO" }, "aggregateRating" : { "@type" : "AggregateRating", "bestRating" : "5", "ratingValue" : "5", "reviewCount" : "100" }, "areaServed" : { "@type" : "Country", "name" : "United States" }, "award" : [ "IRS Certified Professional Employer Organization (CPEO)", "Award-Winning HR Solutions Provider", "SHRM Certified HR Professionals", "HRCI Certified HR Professionals" ], "contactPoint" : { "@type" : "ContactPoint", "areaServed" : "US", "availableLanguage" : "English", "contactType" : "Customer Service" }, "description" : "Award-winning Professional Employer Organization (PEO) providing comprehensive HR solutions, payroll services, employee benefits, and risk management to small and mid-sized businesses. 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While the average tenure at a company in the US falls between four and five years, we do on occasion see employees stay beyond this, often well beyond. Certainly, this can be a good thing; however, it all depends on the employee. For an employee with a negative attitude and work ethic, it can present a downside that business owners must navigate to prevent the long-tenured employee from having an adverse effect on the company and on other employees as well. What are the common issues associated with employees who stay on for a long time? Disengagement is one issue. When something becomes fairly commonplace, an individual becomes more apt to “phone it in.” There can also be the problem of burnout with an employee who’s been with you for a long time. Additionally, boredom is very real among some employees, particularly those who’ve done the same job for years on end. RELATED: Five Effective Employee Retention Strategies >> What Makes an Employee Stay with a Company? In this current climate in which there are high turnover rates among employees and where labor shortages are hampering numerous US businesses, the employee with a long tenure might seem like a bit of an anomaly. They do exist, and there are reasons why they tend to stay put. Among some of the more common reasons why employees stay with a firm for a long period of time are: They Long for Stability Things are constantly changing. And there are people who can have a difficult time with change and upheaval. In terms of their career, they prefer to cling to what has been working, thinking that this is what will continue to work. In other words, they thrive on the stability their job provides. They Like the Recognition They Receive For many people, knowing that they are doing their job and accomplishing their goal is important to them. Being recognized within the company for achieving objectives is a huge boon to their psyche—even if those objectives are just the bare minimum of what they need to do. They Like the Seniority Obviously, when someone is employed by the same company for a period of time, they will generally have seniority over newer hires. From a psychological perspective, this can be very important to some people. What Can You Do with a Long Tenure Employee? If an employee has been there for a relatively long period of time, and yet their growth is nonexistent, then it may be time to address the situation head-on. Especially if that employee is complacent and thereby contributing to the aura of stagnation that seems to be plaguing the business, you want to take action as ignoring the issue will likely not make it go away. Give Them Room to Grow For those “super-tenured” employees, the issue may be that they really haven’t had ample opportunity for career growth. One thing you as the boss can do is to give them access to classes and training that will enable them to update their skills. Upskilling opportunities could excite the employee and re-spark their interest in their job and overall career. Perform a Comprehensive Evaluation Every employee needs feedback from time to time as part of an effective employee performance management process. A comprehensive evaluation of a long-time employee’s performance and overall productivity might just be the eye-opener that person needs to see where they may be lagging a bit in their responsibilities and what they could do to improve and thus meet requisite metrics. RELATED: Revisiting the Performance Review - Does It Need to Be Fixed? >> Hire New Employees If you have the room and the budget, then bringing in new employees could potentially help you to jumpstart growth. The longer-tenured staff will most likely become more motivated to do better and perform up to par. Not to mention, you bring a fresh perspective to the team dynamic inherent within the company by introducing new faces. A couple of things to keep in mind when bringing in new staff: make sure everyone has some opportunities to get to know each other, also make sure that the new employees feel empowered, and finally, don’t shortchange the existing team, it is key to highlight their successes up to this point. You May Have to Make a Difficult Call If a long-tenured employee refuses to engage and or evolve in their role, then it may be time for termination. Particularly when dealing with employees who’ve been with you for a while, this can be a hard thing to do. Be direct in your dialogue and clearly explain what the issues are and why you are faced with having to make this decision RELATED: Time to Say Goodbye? 15 Tips for Effective Terminations >> Know When It’s Time to Let Go—and How to Do It Right Long-term employees can be a tremendous asset, but when performance declines or cultural fit fades, it may be time for tough—but necessary—decisions. Axcet HR Solutions helps small and mid-sized businesses navigate delicate retention challenges with compassion and compliance. From coaching and performance improvement plans to thoughtful offboarding strategies, our talent management experts are here to support every step of the process. Learn more about Axcet’s Talent Management Consulting Services and ensure you're managing employee longevity in a way that benefits your entire organization.", "author" : { "@id" : "https://blog.axcethr.com/author/jeanette-coleman#author", "@type" : "Person", "name" : "Jeanette Coleman, SPHR & SHRM-SCP", "url" : "https://blog.axcethr.com/author/jeanette-coleman" }, "dateCreated" : "2022-01-27", "dateModified" : "2026-07-30", "datePublished" : "2022-01-27", "description" : "The issue of an employee with a long tenure can actually be just as difficult to deal with as high employee turnover. While the average tenure at a company in the US falls between four and five years, we do on occasion see employees stay beyond this, often well beyond. Certainly, this can be a good thing; however, it all depends on the ...", "editor" : "Jeanette Coleman, SPHR & SHRM-SCP", "genre" : "Human Resources and Employee Management", "headline" : "Employee Retention Problems: When They Stay Too Long", "image" : "https://f.hubspotusercontent30.net/hubfs/2652187/employee%20retention%20problems%20and%20strategies.jpg", "keywords" : "Human Resources, employee retention strategies, employee retention practices, employee tenure trends, average employee tenure, employee retention challenges, Recruitment & Retention", "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/employee-retention-problems-when-they-stay-too-long", "@type" : "WebPage" }, "publisher" : { "@id" : "https://www.axcethr.com/#organization", "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hs-fs/hubfs/axcethr_logo_white.png?width=225&name=axcethr_logo_white.png" }, "name" : "Axcet HR Solutions" }, "url" : "https://blog.axcethr.com/employee-retention-problems-when-they-stay-too-long", "wordCount" : "5390" } ``` ```json { "@context" : "https://schema.org", "@type" : "BreadcrumbList", "itemListElement" : [ { "@type" : "ListItem", "item" : "https://www.axcethr.com/", "name" : "Home", "position" : 1 }, { "@type" : "ListItem", "item" : "https://insights.axcethr.com/", "name" : "Insights", "position" : 2 }, { "@type" : "ListItem", "item" : "https://insights.axcethr.com/tag/human-resources", "name" : "Human Resources", "position" : 3 }, { "@type" : "ListItem", "item" : "https://blog.axcethr.com/employee-retention-problems-when-they-stay-too-long", "name" : "Employee Retention Problems: When They Stay Too Long", "position" : 4 } ] } ```