This comparison draws in part from “Staff Retention: How the Hell to Keep them With You” by Hana Jurgens, MS, BCBA (BehaviorLive), and extends it with peer-reviewed research from our library of 27,900+ ABA research articles. The decision framework, BACB ethics code references, and cross-links below are synthesized by Behaviorist Book Club.
View the original presentation →One of the most consequential decisions a behavior analyst makes is not just what intervention to use, but how to approach the clinical question in the first place. For staff retention: how the hell to keep them with you, the difference between an evidence-based, individualized approach and a traditional, protocol-driven one can significantly impact outcomes.
This guide lays out the key factors side by side to support your clinical decision-making.
| Factor | Evidence-Based Approach | Traditional Approach |
|---|---|---|
| Response to Staff Departure | Reactive: Scrambles to recruit a replacement, often filling the position quickly with less qualified candidates to minimize service gaps | Proactive: Has a pipeline of pre-screened candidates; conducts structured exit interviews to identify and address systemic factors contributing to departure |
| Training Investment | Reactive: Provides minimum required training to get new hires into the field quickly; training is compliance-focused rather than competency-based | Proactive: Invests in comprehensive, competency-based training with ongoing professional development; views training as a retention tool and clinical quality measure |
| Supervision Approach | Reactive: Supervision is primarily compliance-driven, focused on meeting BACB requirements; supervisory relationships are transactional | Proactive: Supervision is developmental and supportive; supervisors build genuine relationships with staff, address concerns proactively, and invest in professional growth |
| Compensation Strategy | Reactive: Sets wages at market minimum, adjusts only when turnover becomes unmanageable or when competing employers raise rates | Proactive: Regularly benchmarks compensation against market rates, builds transparent pay scales with clear advancement criteria, and invests in total compensation including benefits |
| Use of Data | Reactive: Tracks turnover as a lagging indicator, often with significant delay; limited analysis of contributing factors | Proactive: Tracks leading indicators including engagement scores, supervision satisfaction, and training completion; uses data to identify and address risks before turnover occurs |
| Impact on Client Services | Reactive: Chronic service disruptions, frequent provider changes, compromised treatment integrity, and reduced family satisfaction | Proactive: Service continuity, stable provider-client relationships, consistent treatment implementation, and higher family satisfaction and retention |
| Financial Outcome | Reactive: High recurring costs from recruitment, onboarding, and lost productivity; indirect costs from client dissatisfaction and referral loss | Proactive: Higher upfront investment in systems and staff; lower total cost over time due to reduced turnover-related expenses and improved client retention |
The ABA Clubhouse has 60+ on-demand CEUs including ethics, supervision, and clinical topics like this one. Plus a new live CEU every Wednesday.
Use this framework when approaching staff retention: how the hell to keep them with you in your practice:
Does the data support a need for intervention? Is there a meaningful impact on the individual's quality of life, safety, or access to reinforcement?
YES → Proceed to assessment NO → Document reasoning, monitor
A functional assessment should guide intervention selection. Avoid defaulting to standard protocols without individual analysis. Consider environmental variables, setting events, and private events.
YES → Select evidence-based approach matched to function NO → Complete assessment first
Goals should be co-developed. Assent and informed consent are ethical requirements. The individual's preferences and values matter in selecting both goals and methods.
YES → Proceed with collaborative plan NO → Engage in shared decision-making
This course covers the clinical and ethical dimensions in detail with structured learning objectives and CEU credit.
Staff Retention: How the Hell to Keep them With You — Hana Jurgens · 1 BACB Ethics CEUs · $15
Take This Course →We extended this decision guide with research from our library — dig into the peer-reviewed studies behind each approach, in plain-English summaries written for BCBAs.
279 research articles with practitioner takeaways
239 research articles with practitioner takeaways
233 research articles with practitioner takeaways
1 BACB Ethics CEUs · $15 · BehaviorLive
Research-backed educational guide
Research-backed answers for behavior analysts
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All behavior-analytic intervention is individualized. The information on this page is for educational purposes and does not constitute clinical advice. Treatment decisions should be informed by the best available published research, individualized assessment, and obtained with the informed consent of the client or their legal guardian. Behavior analysts are responsible for practicing within the boundaries of their competence and adhering to the BACB Ethics Code for Behavior Analysts.