Attrition in Indian facility services is frequently cited at 35 to 45% annually and accepted as a structural feature. Sites that achieve materially lower figures do a small number of things consistently. Pay on time, every time. The single strongest predictor of attrition in frontline facility roles is payment delay. A worker who receives wages on the 7th rather than the 1st, twice in a row, begins looking elsewhere. Agencies that treat payroll dates as immovable report substantially better retention. Provide the basics without being asked. A clean changing area, drinking water, a place to eat, functioning washroom access and proper uniforms in the correct size. These are inexpensive and their absence is deeply demoralising. Make supervision supportive rather than purely punitive. Frontline workers encounter few opportunities to be told they did something well. Monthly recognition of a small number of staff, with a modest reward and public acknowledgement, has disproportionate effect relative to cost. Address family needs where possible. Assistance with school admissions, access to a small advance during medical emergencies, and basic education support for children create attachment that a marginal wage increase elsewhere does not overcome. Create a visible progression path. A housekeeping attendant who can see the route to supervisor, and who knows what is required to get there, has a reason to stay. Finally, conduct genuine exit conversations. Workers rarely leave for the reason stated on the form. Patterns emerge quickly when someone actually asks.