Dec 18, 2025
Strategies for Retaining Talent Mexico 2025: Practical HR Guide
As strategic allies of Human Resources in Mexico, at Zen to Go we have collaborated since 2019 with People & Culture areas in small, medium, and large companies. We know that voluntary turnover, burnout, and absenteeism threaten productivity and commitment. At the same time, complying with NOM-035, offering emotional salary, and justifying investments in wellness require practical solutions and real budgets.
In this guide, you will find 10 strategies to retain talent in Mexico, designed for HR professionals, talent leaders, and administrative managers. Each point includes actionable ideas, examples from Mexican companies, and key metrics such as turnover rate, engagement, and reduction of absenteeism. With data from our experience — 79% reduction in stress, 99% of employees perceiving the value of the program, and 95% recommendation — you will learn how to consolidate a strong organizational culture and keep your best team.
1. Professional Development Programs and Continuous Training
Proposing clear growth paths and continuous training is crucial for retaining talent in Mexico. By investing in skills, you reinforce loyalty and align competencies with your company's objectives.
What is it and how does it work?
These programs combine:
Specialized courses, in-person and online.
Recognized professional certifications.
Internal workshops led by experts.
Access to e-learning platforms with updated content.
Imagine an employee who dreams of leading projects: when they see themselves in a development plan, they commit more and reduce the search for external opportunities.
“Investing in training shows that your employees’ growth matters as much as business results”
Success Stories in Mexico
Grupo México: leadership and finance in an executive program.
CEMEX: scholarships for graduate studies and diplomas at allied universities.
Telmex: corporate university with formal itineraries.
In our experience working with HR teams of various sizes in Mexico, these initiatives have reduced turnover by up to 15% and improved engagement by 20%.
When and why to implement it?
When you seek to decrease turnover of technical profiles.
If you want to prepare internal leaders for succession.
If you identify skill gaps that affect productivity.
Actionable Tips
Link training content to clear organizational goals.
Establish training KPIs (pre and post-course evaluations).
Offer flexible schedules for studies without neglecting work.
Recognize academic achievements in meetings and on your intranet.
Complement with Zen to Go massages to reduce stress and enhance learning.
With a structured plan, your team will see real development opportunities and your company will strengthen its employer brand.
2. Competitive Compensation and Comprehensive Benefits
Offering competitive salaries in Mexico, performance bonuses, and a comprehensive benefits package is fundamental for your team to perceive a true economic and emotional value.
What is it and how does it work?
This approach combines:
Competitive salaries based on local salary studies.
Performance bonuses linked to productivity indicators.
Benefits packages: private health insurance, pension fund, and grocery vouchers above legal requirements.
Flexible benefits: home office, corporate childcare, and additional days for seniority.
The employee feels peace of mind knowing that their health and that of their family are covered.
“A comprehensive benefits package shows that you care about the complete well-being of your team”
Success Stories in Mexico
Google Mexico: premium medical insurance, childcare, and annual bonuses.
Grupo Monterrey: semi-annual salary adjustments and tiered grocery vouchers.
OXXO: tenure-based benefits program with access to health services.
In our experience with HR areas in Mexico, this strategy has reduced turnover by up to 18% and increased engagement by 25%.
When and why to implement it?
When facing high turnover in key roles.
If competing for specialized talent in your industry.
To improve emotional salary and workplace climate.
Actionable Tips
Conduct annual salary studies in your industry.
Clearly communicate the total value of compensation.
Design feedback channels to adjust benefits according to needs.
Offer home office and flexible hours as a modern advantage.
Integrate wellness services, such as Zen to Go massages, to elevate satisfaction and reduce stress.
Learn more about Competitive Compensation and Comprehensive Benefits
3. Inclusive Organizational Culture and Shared Values
Creating an inclusive culture and promoting shared values is one of the most effective strategies for retaining talent in Mexico. By integrating diversity, gender equality, and a sense of belonging, employees feel that their voice matters.
What is it and how does it work?
This approach promotes:
Cultural and regional diversity is respected.
Equal opportunity policies.
Inclusion practices at all levels.
Safe spaces to express opinions.
This generates an environment where the person feels valued for their contribution, not just for their results.
“A team that feels part of a corporate family works with greater commitment and creativity”
Success Stories in Mexico
Grupo Femsa: initiatives to promote women in leadership positions.
Mercado Libre Mexico: diversity committees and active listening sessions.
Coca-Cola Mexico: regional celebrations and community programs.
In our experience with HR in Mexico, this strategy has reduced turnover by up to 18% and elevated workplace climate by 22%.
When and why to implement it?
If you observe low levels of engagement.
To comply with NOM-035 and improve workplace climate.
When planning regional expansion and need cultural cohesion.
Actionable Tips
Celebrate significant Mexican dates (Day of the Dead, Independence).
Implement mentoring programs with a gender equality focus.
Conduct periodic workplace climate surveys to adjust values.
Involve employees in defining mission and vision.
Complement with corporate massages from Zen to Go to reinforce the sense of care.
With a well-established inclusive culture, your organization will attract and retain committed talent.
4. Work Flexibility and Work Modalities
Offering remote work options, flexible hours, and reduced hours adapts the work experience to the lives of Mexican employees. This strategy enhances commitment and reduces stress from commuting.
What is it and how does it work?
These schemes combine:
Permanent remote work or hybrid alternation.
Flexible hours with staggered entries and exits.
Reduced hours and compressed weeks.
Collaborative platforms (chat, video calls, task management).
“Flexibility drives autonomy and shows trust in the team”
Success Stories in Mexico
Google and Facebook Mexico offer permanent work from home, improving satisfaction.
Consubanco implemented 2 days in-person and 3 remote, with increased productivity.
KPMG Mexico allows up to 3 remote days per week and reports higher engagement.
In our experience with HR teams in Mexico, these schemes have reduced turnover by up to 18% and elevated engagement by 25%.
When and why to implement it?
To improve engagement and combat post-pandemic burnout.
If you see turnover or absenteeism due to commuting.
To attract young talent who value autonomy.
To comply with NOM-035 by providing a healthier environment.
Actionable Tips
Establish clear policies on availability and deliverables.
Invest in secure digital collaboration tools.
Schedule periodic in-person meetings to reinforce culture.
Adjust the scheme according to role and critical operations.
Consider the regional digital divide when planning remote days.
Integrate corporate massages from Zen to Go to enhance well-being.
Consult more cases and best practices on our blog: Work Flexibility and Work Modalities
5. Recognition and Internal Motivation
Implementing recognition systems and celebrations of achievements is essential for retaining talent in Mexico. This tactic reinforces commitment and the sense of belonging by publicly valuing contributions.
“Authentic recognition increases engagement by up to 30% and improves workplace climate”
What is it and how does it work?
These systems combine:
Monthly or quarterly celebrations of goals achieved.
Performance incentives both economic and non-economic.
Internal programs that highlight success stories.
Boards or intranet with public mentions of achievements.
The goal is to motivate behaviors aligned with the organizational vision.
Success Stories in Mexico
Infosys Mexico: ‘Star of the Month’ with monetary prize and plaque.
Grupo Bimbo: recognition of teams in annual events and intranet.
Scotiabank Mexico: points system redeemable for experiences.
In our experience with HR teams, these initiatives have reduced turnover by 10%.
When and why to implement it?
To improve engagement in high-performance teams.
When you want to celebrate actions that impact results.
If visibility of individual and collective efforts is lacking.
Actionable Tips
Be specific: detail the achievement and exact contribution.
Make it public in meetings, intranet, or murals.
Include employees in the selection of awards.
Combine economic incentives with emotional recognition.
Create various recognition modalities (digital, physical, experiential).
Complement with Zen to Go corporate massages for celebration events.
This strategy provides tangible returns in workplace climate and strengthens your company’s reputation.
6. Mental Health and Holistic Well-being
Mental health and holistic well-being are fundamental pillars for retaining talent in Mexico. Addressing stress and normalizing emotional care improves quality of life and productivity.
What is it and how does it work?
These programs combine:
Access to internal or external psychologists.
Confidential counseling sessions.
Yoga, mindfulness, and meditation classes.
Stress management workshops and active breaks.
In offices where active breaks are offered, the environment improves significantly.
“Addressing mental health shows that the well-being of your employees matters as much as their results”
Success Stories in Mexico
Microsoft Mexico: comprehensive program with psychologists, yoga, and active breaks.
Cruz Azul: free mental health consultations and resilience workshops.
American Express Mexico: ‘Wellness Wednesday’ with guided meditation and weekly tips.
In our experience with HR in Mexico, these initiatives have reduced absenteeism by up to 20% and improved engagement by 18%.
When and why to implement it?
If you identify high levels of burnout or signals of NOM-035.
If you want to strengthen the team’s resilience.
If you seek to decrease turnover linked to stress and exhaustion.
Actionable Tips
Educate leaders and employees to reduce stigma around mental health.
Ensure total confidentiality in sessions and reports.
Train middle management to detect signs of early crisis.
Invite families to workshops to create support networks.
Connect with public community health services.
Learn more about Mindfulness and holistic well-being practices
Complement with corporate massages from Zen to Go to enhance relaxation.
With a holistic approach, your company will demonstrate real commitment to each employee and reinforce its position as an employer of choice.
7. Leadership Opportunities and Empowerment
Creating clear paths to take on leadership responsibilities and empowering your employees is fundamental. This initiative grants autonomy, increases commitment, and reinforces the perception of value.
What is it and how does it work?
It involves:
Defining projects where the employee makes key decisions.
Delegating authority with clear but flexible limits.
Incorporating active voice in strategic meetings.
Designing formal succession and promotion paths.
“Empowering the team shows that you trust in their ability and fosters genuine engagement”
Success Stories in Mexico
Grupo Carso: ‘Young Leaders’ to enhance emerging talent.
Santander Mexico: project leaders with budgetary autonomy.
Mercado Libre Mexico: delegation of decisions that drives agile innovation.
In our experience working with HR, fostering internal leadership has reduced turnover by up to 12% and increased satisfaction by 18%.
When and why to implement it?
When you seek to mitigate the brain drain of high-contributing talent.
If you need to accelerate decision-making without bottlenecks.
If you want to prepare a solid succession pipeline.
Actionable Tips
Establish formal mentoring for new leaders.
Publicly recognize emerging leadership achievements.
Create a scheme for continuous and anonymous feedback.
Adjust authority limits based on results.
Combine with corporate wellness, for example, Zen to Go massages, to relieve stress and enhance focus.
With this approach, your employees will feel control over their trajectory, and your company will strengthen its reputation.
8. Work-Life Balance and Family Support
Recognizing the centrality of family in Mexican culture is key. Parental leave, subsidized childcare, and family insurance expand your value proposition and demonstrate real commitment.
What is it and how does it work?
This approach combines:
Paid and extended parental leave for both parents.
On-site or subsidized childcare.
Health and life insurance covering spouses and children.
Flexibility policies for family emergencies.
Staggered or hybrid schedules based on care needs.
“Providing family support strengthens loyalty because it shows that you value your team's personal environment”
Success Stories in Mexico
KPMG Mexico: subsidized childcare and agreements with certified nannies.
Grupo Modelo: ‘Family First’ program with parenting education workshops.
Femsa: extended parental leave and support groups for moms and dads.
In our experience with HR in Mexico, these actions have decreased turnover by up to 12% and improved engagement by 18%.
When and why to implement it?
If turnover concentrates among employees of reproductive age.
If you want to strengthen emotional salary and reputation as an employer.
If you detect absenteeism due to family issues.
If you want to align culture with Mexican social values.
Actionable Tips
Survey employees about specific care needs.
Invite children to corporate events (health fairs, workshops).
Allow urgent communication with family members without penalties.
Offer temporary caregiver roles for employees with elderly adults.
Extend benefits to singles and couples without children for inclusion.
Complement with rental of breastfeeding rooms or Zen to Go corporate massage services.
9. Transparent Communication and Participation in Decisions
Encouraging open communication and participation is essential for retaining talent in Mexico. This practice generates trust, reduces rumors, and empowers your employees.
What is it and how does it work?
It relies on:
Two-way channels (intranet, internal forums, apps).
Transparency in strategic and operational decisions.
Participation mechanisms (surveys, committees, focus groups).
Continuous feedback with action tracking.
“Transparency turns employees into informed and committed allies”
Success Stories in Mexico
Reforma: biweekly meetings to share progress and hear concerns.
Civil Aviation: portal for regulatory and operational changes.
Banorte: multi-channel system with email, chat, and explanatory videos.
In our experience in HR, these tactics reduce turnover by up to 12% and elevate engagement by 18%.
When and why to implement it?
When detecting low internal trust or frequent rumors.
If you want to align decisions with your employees' vision.
To reinforce a culture of openness and collaboration.
Actionable Tips
Be honest about bad news, not just the good.
Listen actively and record comments.
Act on the feedback received and communicate changes.
Use clear language, avoiding unnecessary jargon.
Communicate regularly, even without crises.
Integrate Zen to Go corporate wellness into feedback meetings to build trust.
10. Financial Wellness Programs and Economic Education
Financial health is part of overall well-being. Implementing economic education programs reduces stress from debt and improves your team's stability.
What is it and how does it work?
These programs combine:
Financial education adapted to the Mexican context.
Credit and debt advice with regulated institutions.
Saving and planning workshops for short and long-term goals.
Support for first-time home purchases (Infonavit simulators).
The mechanics include group sessions, microlearning, and individual consultancies.
“Reducing financial stress drives engagement and productivity”
Success Stories in Mexico
Banamex: quarterly personal finance courses with internal mentors.
Grupo SOFIMEX: investment and stock modules for employees.
Infonavit: expedited loans for employees of allied companies.
In our experience with HR teams, these initiatives have increased financial engagement by 25% and reduced turnover of critical profiles by 8%.
When and why to implement it?
If you detect stress or absenteeism due to debt issues.
If you want to elevate emotional salary beyond traditional benefits.
If you seek to support housing and wealth plans for your team.
Actionable Tips
Partner with recognized financial institutions.
Offer dynamic and culturally relevant content.
Allow voluntary enrollment without hierarchical pressures.
Publicly recognize financial advancements and achievements.
Publish internal success stories to inspire.
Complement with Zen to Go massages to relieve tension.
With this approach, the HR area strengthens the economic stability of its people and reinforces its value proposition as an employer.
Comparison: 10 talent retention strategies in Mexico
Initiative | Complexity 🔄 | Resources ⚡ | Expected Results 📊 | Ideal Cases and Advice 💡 | Key Advantage ⭐ |
|---|---|---|---|---|---|
Professional Development Programs and Continuous Training | 🔄 High — coordination and administrative time | ⚡ High — investment in training and platforms | 📊 Improves productivity, retention, and creates internal leaders | 💡 Tech and manufacturing companies; link training to objectives and measure ROI | ⭐ Internal development and talent promotion |
Competitive Compensation and Comprehensive Benefits | 🔄 Moderate-high — requires ongoing salary analysis | ⚡ Very high — direct impact on operating budget | 📊 Attracts/retains talent and improves job satisfaction | 💡 Ideal in CDMX/Monterrey/Guadalajara; update annual salary studies | ⭐ Attraction power and employer branding |
Inclusive Organizational Culture and Shared Values | 🔄 High — slow and sustained cultural change | ⚡ Moderate — training, events, and policies | 📊 Increases belonging, climate, and diversity of perspectives | 💡 Companies seeking diversity; celebrate cultural dates and measure climate | ⭐ Inclusive workplace atmosphere and cohesion |
Work Flexibility and Work Modalities | 🔄 Moderate — policies and management adaptation | ⚡ Moderate — investment in digital tools | 📊 Improves work-life balance, reduces costs, and attracts remote talent | 💡 Post-pandemic; define clear expectations and tools | ⭐ Greater retention and productive autonomy |
Recognition and Internal Motivation | 🔄 Low-moderate — easy to implement but requires consistency | ⚡ Low — relatively low cost | 📊 Increases engagement and performance with limited investment | 💡 Culturally resonant in Mexico; be specific and consistent | ⭐ High motivational impact with low cost |
Mental Health and Holistic Well-being | 🔄 Moderate-high — requires confidentiality and commitment | ⚡ Moderate — continuous professionals and programs | 📊 Reduces absenteeism, burnout, and improves productivity | 💡 Priority in Mexico; ensure confidentiality and education | ⭐ Sustained improvement in well-being and retention |
Leadership Opportunities and Empowerment | 🔄 Moderate — retraining and structural adjustments | ⚡ Moderate — mentoring and special projects | 📊 Retains high-potential talent and fosters innovation | 💡 Ideal for generations Y/Z; mentoring and clear limits in delegation | ⭐ Formation of internal leaders for succession |
Work-Family Balance and Family Support | 🔄 Moderate — complex benefits administration | ⚡ Moderate-high — childcare, leave, and subsidies | 📊 High employee loyalty and emotional stability | 💡 Very relevant in Mexico; survey family needs | ⭐ High cultural resonance and retention |
Transparent Communication and Participation in Decisions | 🔄 Moderate-high — requires time and leadership consistency | ⚡ Low-moderate — communication channels and processes | 📊 Increases trust, reduces rumors, and enhances commitment | 💡 Critical in the Mexican context; be honest and act on feedback | ⭐ Greater institutional trust and operational clarity |
Financial Wellness Programs and Economic Education | 🔄 Moderate — needs financial expertise and compliance | ⚡ Moderate — partnerships and workshops | 📊 Reduces financial stress and improves retention of low/medium income earners | 💡 Partner with trusted institutions; culturally relevant content | ⭐ Financial stability for employees and long-term loyalty |
Transform your HR area with these strategies
Implementing these 10 strategies to retain talent in Mexico allows your Human Resources team to reduce turnover and sustainably strengthen engagement. By integrating development, wellness, and recognition practices, you create an environment where employees feel valued and committed.
Focusing actions from an HR-first perspective guarantees practical solutions adapted to the Mexican context. Each initiative detailed here addresses real challenges: from NOM-035 to justifying wellness budgets.
Main learnings from these strategies
Continuous professional development
Encouraging clear career paths and internal mentors accelerates engagement and creates growth expectations in 6–12 months.Competitive compensation and emotional salary
Combining salary adjustments with flexible benefits (grocery vouchers, childcare) increases satisfaction by up to 30%.Inclusive culture and shared values
Promoting diversity forums and celebrating Mexican dates reduces absenteeism and strengthens belonging.Work flexibility
Hybrid schemes and remote days improve the work-life balance and decrease burnout.Recognition and internal motivation
Designing recognitions with clear KPIs (360° feedback, achieved goals) amplifies productivity.Holistic well-being and mental health
Integrating corporate massages and mindfulness helps meet NOM-035 and reduces stress by 40%.Transparent communication
Anonymous feedback channels and quarterly town halls promote trust and participation.
“Corporate wellness is not a luxury: it’s a strategic enabler for retaining talent in Mexico and enhancing business results”
Actionable steps to get started today
Define goals and KPIs
Establish quantifiable targets: turnover, absenteeism, and engagement levels.Conduct a cultural diagnosis
Use internal surveys and focus groups to identify gaps and priorities.Design wellness pilots
Start with Shiatsu chair massages or mindfulness workshops for 20 employees.Train leaders and managers
Educate middle management on effective feedback and managing hybrid teams.Adjust budget and calendar
Schedule wellness activities monthly or quarterly according to your workforce.Measure results and provide feedback
Review metrics every 3 months to optimize programs iteratively.
Why mastering these strategies is valuable?
Reduces turnover by up to 25% and saves recruitment costs.
Improves organizational climate and the Internal Satisfaction Index.
Strengthens employer branding in a competitive talent market.
Turns corporate wellness into a sustainable competitive advantage.
Each step directly impacts the employee experience and your company’s productivity. By integrating these strategies cohesively, you create an ecosystem where talents want to stay and offer their best selves.
Ready to take your retention strategy to the next level?
Discover how Zen to Go can accompany you with corporate massages, mindfulness, and practical wellness solutions for Mexican companies. Visit Zen to Go and enhance your team’s commitment.
