When your employees feel valued, your customers feel it too. But when staff feel underappreciated or overworked, that energy can infect every closing, phone call, and client interaction. That’s why employee retention must be at the top of the priority list for every title agency. 

It’s been well-documented that many experienced professionals in the industry are aging out. Nearly 21% of the workforce is nearing retirement, while fewer young people are entering the field, leaving a widening experience gap. Without focused retention efforts, that gap only deepens.

Turnover is also expensive, both in dollars and lost knowledge. Training new team members can take time, and if they leave early, that investment walks out the door with them. It’s a cycle no agency can afford.

The solution? Focus on building a workplace where people want to stay.

We know these efforts pay off. SoftPro is honored to be named a 2025 Best Places to Work by the Triangle Business Journal (our 13th BPTW award since 2012). We know that when employees feel supported, they stick around for the long haul and ultimately serve your clients better. 

Here are eight retention strategies to help you strengthen your teams from the inside out.

Use the links below to jump to a specific section of this blog:

• • 1. Emphasize Culture Fit When Recruiting
  • 2. Be Intentional with Onboarding and Training
  • 3. Offer Competitive Salary and Benefits
  • 4. Connect Every Role to the Bigger Picture
  • 5. Provide Flexibility When Possible
  • 6. Ask for Feedback and Listen Carefully
  • 7. Show Appreciation Often
  • 8. Invest in Personal and Professional Development Through Mentorship
  • How to Launch a Mentorship Program
  • Download a PDF Version of This Blog

1. Emphasize Culture and Fit When Recruiting

Hiring for skill alone isn’t enough, especially if you're trying to build a team that lasts. After all, skills can be taught. But values and work style? Not so much. Hiring someone who doesn’t mesh with your company’s culture often leads to disengagement, conflict, or a quick exit.

Hiring for culture fit means looking for shared values, compatible communication styles, and a similar approach to work. To attract these candidates, highlight your culture across your website, social channels, and job descriptions. When you’re interviewing, ask questions that prompt candidates to reveal how they’ve handled real situations before. Their answers will tell you a lot about whether they’ll thrive in your environment.

2. Be Intentional With Onboarding and Training

The first 90 days of a new hire’s journey are critical. A good onboarding process helps them feel confident right away. So don’t wait until their first day; start early. Put together a checklist and a timeline so all their tools, training, and welcome materials are ready to go on day one. Once they’re in the role, combine hands-on practice with quick feedback and real context. Show them how things work, but also explain why the work matters and how their role plays a part in protecting clients.

Don’t just let them sink or swim, either. Make sure you’re doing regular check-ins and offering educational resources well past those first few weeks. Training shouldn’t be one-and-done; it should be continuous.

3. Offer Competitive Salary and Benefits

While culture is vital, fair compensation is still key when it comes to attracting - and retaining - the best talent. Make sure you conduct regular salary reviews to ensure alignment with industry benchmarks. Equally important is the overall benefits package, including healthcare, retirement contributions, and paid time off. Even modest perks, such as education reimbursements or mental wellness initiatives, can boost retention.

Most importantly, show employees there’s a future at your agency. Be clear about what it takes to earn raises, bonuses, and promotions. And if finances are tight, be upfront about it, but look for other meaningful ways to recognize people.

4. Connect Every Role to the Bigger Picture

Employee engagement is more likely when team members understand how their work matters. So, help your team see the bigger picture. Reinforce how their role protects transactions, supports homeownership, and builds your agency’s reputation. If you have a mission statement, talk about it often.

When employees feel connected to a purpose beyond their day-to-day tasks, they engage more deeply and take greater ownership. 

5. Provide Flexibility When Possible

Recent research shows that nearly 9 out of 10 HR professionals have better employee retention rates after introducing flexible work schedules. While implementing a four-day work week or allowing full-time remote work isn’t always realistic for many title agencies, even small tweaks can make a big difference.

This may mean allowing flexible start and end times, hybrid work options, and more autonomy in how tasks are completed. All of this helps employees manage work alongside personal responsibilities, which can reduce the risk of burnout. 

Just as important: encourage your team to actually take their PTO, and set clear guidelines for communication outside of work hours. When people feel supported in finding a sustainable pace, they’re much more likely to stay focused and committed for the long haul.

6. Ask for Feedback and Listen Carefully

According to one study, 86% of employees feel their voices aren’t heard enough in the workplace. So, with that in mind, one of the simplest ways to improve retention is also one of the most overlooked: ask your team what they need and then act on it. Regular feedback loops help you catch small issues before they become reasons to leave. Plus, they show employees that their voice matters.

The key, though, is to close the loop. Share what you’ve learned and explain what changes (or explanations) are coming next. This builds trust and psychological safety, two of the strongest predictors of long-term retention. Employees don’t expect you to fix everything overnight. But when they see you listening and following through, they’ll stay committed to the bigger cause. 

7. Show Appreciation Often

Employees who feel seen stay longer. A Gallup study found that people who feel genuinely recognized at work are 45% less likely to leave within two years. Thankfully, recognition doesn’t always have to be a grand gesture. It can be as simple as saying “Hey, great job” in a team meeting or writing a quick thank-you note when someone goes above and beyond. Even sending a surprise lunch or treat during a tough deadline week can completely turn someone’s day and stress levels around.

8. Invest in Personal and Professional Development Through Mentorship

Mentorship is one of the most effective, low-cost ways to retain talent, especially in an industry like title, where skills and judgment take years to develop. And it doesn’t require a large HR team. Simply pair each new hire with a seasoned team member for four to six months. 

The best mentorship programs are repeatable and forward-looking. That means developing a “next in line” for each critical role to protect against knowledge loss. Let mentors introduce mentees to industry contacts, coach them through tough processes, and serve as a safe sounding board for “basic” questions.

Reverse mentoring initiatives could be worthwhile endeavors as well. This is where junior staff can provide guidance in areas where senior staff might need some coaching (such as proficiency with new digital tools). These cross-generational relationships boost engagement, foster growth, and make employees more likely to stay. 

How to Launch a Mentorship Program

Here’s a quick guide on how to build a sustainable mentorship program for your title agency:

• Start small: Pilot with a handful of volunteers for four to six months. One-hour monthly check-ins will help build consistency without overload.
• Clarify your goals: Is your goal to improve onboarding, support skill development, or prepare future leaders? Identify this early to guide the design of your program. The narrower the focus, the better the chance it will achieve the mission.
• Set clear expectations: For your program to succeed, you need structure. Set ground rules for meeting frequency, confidentiality, and shared responsibility. 
  
• Be thoughtful about pairings: Use forms or short profiles to match mentors and mentees based on communication style, career stage, department, and development goals. 
• Provide structure and prompts: Offer a set of discussion prompts, sample agendas, and monthly themes. This keeps sessions focused and makes it easier for participants to stay engaged.
• Celebrate and build on success: At the end of your pilot, gather feedback and share what worked. Use these results to refine the structure, expand participation, and turn mentorship into a lasting part of your culture.
  

Done right, mentorship becomes a true culture-builder and powerful reason for your best people to stay and grow in your organization. 

For a deeper dive on how to launch a mentorship program, check out this SoftPro webinar on the topic: Saved You a Seat Episode 40: Mentorship Programs that Build Morale.

The Bottom Line 

Retention isn’t solved with a single program; it’s the result of consistent, people-first choices made by leadership on down. The agencies that thrive are those that build trust, develop talent, and reinforce culture each day. Start small, but start now. And remember: retaining great people can help your title company thrive for years to come. 

Would you like to download a PDF version of this blog?