The tight labor market and increasing competition for talent require you to rethink your strategy for retaining employees. This means understanding what’s impacting both retention and turnover, and understanding what matters most to your people, so you don’t lose them to your competitors.
It is no longer acceptable to assume that you are in a high turnover industry. Instead, think of yourself as a high retention employer. Change what you think to change what you get.
Determine the drivers of engagement and the factors causing your people to stay or leave.
Hot Spot Analysis
Retaining employees requires constant support. Uncover critical hot spots when employees leave and take data-driven action to build commitment.
Go beyond survey data to understand what’s driving intentions to stay, refer, and leave with focus groups conducted by a trusted third party.
Pulse surveys are a quick means of gathering team feedback on engagement – ideal for easily measuring progress multiple times throughout the year.
Leadership Team Alignment
Retention workshops can align your leaders around the drivers of retention and turnover.
Leadership sets the tone for buy-in through the rest of the organization, ensuring the commitment of all business units.
Determine the most critical drivers of turnover that can be addressed quickly and make an immediate impact.