I don't think it's too complicated, especially if you start in a culture where people don't job-hop all the time. But, you have to make it your priority, which

I don't think it's too complicated, especially if you start in a culture where people don't job-hop all the time. But, you have to make it your priority, which means: * pay them more than competitors, pay them more than if they changed jobs * actually treat them well, which includes listening to and acting on their feedback * celebrate people with long tenure * give them options to grow inside the company * don't just hire fresh graduates, a 40yo might be tired of job-hopping and still has 20+ years of employment in them * give them long-term incentives, like stock options