Data from Pandapé indicates that 63% of job turnover cases in Colombia are associated with the search for better salaries. ^[1] A survey by the cloud-based HR platform Pandapé found that salary is the leading reason for employee turnover in Colombia, cited by 63% of workers. ^[2] According to data from Pandapé, companies identify the search for better salaries as the main factor associated with job rotation, with 63%. ^[3] Alex Robbio, CEO of Glim, stated that increasing base salary is not the only response to turnover and suggested incorporating benefits related to food, transport, health, and financial well-being. ^[4] Implementing better labor benefits can reduce turnover between 20% and 40% depending on competitiveness and personalization. ^[5] Work-life balance is cited as a factor in 36% of job turnover cases. ^[6] Pandapé reports that work-life balance is the third most significant factor influencing employee retention in Colombia, with 36% of workers citing it. ^[7] Replacing an employee in Colombia can cost a company between 33% and 150% of that worker's annual salary due to recruitment, training, and lost productivity. ^[8] Alex Robbio, co-founder and CEO of Glim, said that if salary drives rotation, the response is to redesign total compensation by integrating benefits such as food, transport, health, and financial wellness. ^[9] Pandapé data also lists professional growth (46%), work-life balance (36%), flexibility (24%), empathetic leadership (24%), and better work climate (19%) as additional reasons for job rotation. ^[10] Traditional standardized benefits have utilization rates below 10%, while flexible compensation tools can reach 82% active use when available to employees. ^[11]