Develop an Effective Talent Retention Plan
Keep talent from walking out the door by discovering and addressing moments that matter and turnover triggers.
- Regrettable turnover is impacting organizational productivity and leading to significant costs associated with employee departures and the recruitment required to replace them.
- Many organizations focus on increasing engagement to improve retention, but this approach doesn’t address the entire problem.
Need Extra Help?
Speak With An Analyst.
- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
Our Advice
Critical Insight
- Engagement surveys mask the volatility of the employee experience and hide the reason why individual employees leave. You must also talk to employees to understand the moments that matter and engage managers to understand turnover triggers.
Impact and Result
- Build the case for creating retention plans by leveraging employee data and feedback to identify the key reasons for turnover that need to be addressed.
- Target employee segments and work with management to develop solutions to retain top talent.
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About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 3-phase advisory process. You'll receive 9 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Analyze the cost and impact of turnover
- Call 1: Discuss turnover metrics, healthy turnover, environmental scan, benchmarks, and how to collect and analyze turnover data.
- Call 2: Review results of the turnover analysis and discuss how to prioritize employee segments.
- Call 3: Develop plan to engage stakeholders.
Guided Implementation 2: Identify reasons for regrettable turnover
- Call 1: Discuss how to gather, analyze, and identify themes and trends in employee data to understand why they join, stay, and leave.
- Call 2: Review themes from the employee data and prepare for focus groups.
- Call 3: Review focus group feedback and identify priority issues.
Guided Implementation 3: Select solutions and create an action plan
- Call 1: Discuss retention solutions and identify most appropriate options for the organization.
- Call 2: Discuss the stay interview approach and customize the Stay Interview Guide.
- Call 3: Review selected retention solutions and develop an action plan for implementation.
Contributors
- Gregory P. Smith, CEO, Chart Your Course
- Dr. Iris Ware, Chief Learning Officer, City of Detroit
- Jane Moughon, Specialist in increasing profits, reducing turnover and maximizing human potential in manufacturing companies
- Jeff Bonnell, CHRO, Info-Tech Research Group
- Linda Goldblatt, Independent Consultant
- Lisa Kaste, Former HR Director, Citco
- Michael McGuire, Talent Management and Senior HRBP Lead, Shopify
- Phillip Kotanidis, CHRO, Michael Garron Hospital
- Piyush Mathur, Head of Workforce Analytics, Johnson & Johnson
- Richard P. Finnegan, CEO, C-Suite Analytics
- Thomas W. Lee, Professor of Management, University of Washington
Design and Build a Strategic Workforce Planning Toolkit
New Hire and Exit Survey Benchmark Reports 2024
Headcount Planning Guide
Develop an Effective Talent Retention Plan
Identify Skills of the Future
Address the Talent Gap Driven by Generative AI
Preparing for an Internal Talent Marketplace
Introduction to Contingent Work
HR Guide to Measuring Workload
HR Guide to Job Redesign
