Develop an Effective Talent Retention Plan

Keep talent from walking out the door by discovering and addressing moments that matter and turnover triggers.

Onsite Workshop

If organizations fail to leverage employee data and feedback to identify the key reasons for turnover and create a talent retention plan, they will:

  • Have trouble remaining competitive with other organizations as they lose their top and core talent.
  • Waste money acquiring and training top and core talent only to have them leave.
  • Create inaccurate retention improvement plans based on biased information from one data source.

A talent retention plan that uses employee data and feedback to develop solutions:

  • Provides credibility through evidence-based reasoning and root-cause analysis.
  • Addresses issues specific to the organization rather than a one-size-fits-all strategy.
  • Improves retention of top and core talent, which in turn improves the bottom line.

Module 1: Identify Reasons for Regrettable Turnover

The Purpose

  • Gather and analyze organizational turnover data.
  • Identify the main drivers of turnover at the organization.
  • Conduct focus groups to discover employee needs.

Key Benefits Achieved

  • Organizational turnover data analyzed.
  • Main turnover drivers identified.
  • Focus groups conducted.

Activities: Outputs:
1.1 Analyze data to determine why employees join, stay, and leave.
1.2 Identify common themes.
  • List of common themes/pain points recorded in the Retention Plan Workbook
1.3 Prepare for focus groups.
  • Plan for focus groups documented in the Focus Group Guide
1.4 Conduct focus groups.

Module 2: Select Solutions and Create an Action Plan

The Purpose

  • Develop an empathy map to further understand employee needs.
  • Form the stay interview guide.
  • Outline specific retention initiatives and associated metrics.
  • Identify key actions to realize retention plan.

Key Benefits Achieved

  • Empathy map generated.
  • Stay Interview Guide customized.
  • Retention initiatives and metrics developed.
  • Action and communication plan outlined.

Activities: Outputs:
2.1 Create an empathy map to identify needs.
  • Employee needs
2.2 Brainstorm stay interview process and customize guide.
  • Stay Interview Guide and process outline
2.3 Select retention initiatives.
  • Retention initiatives
2.4 Determine goals and metrics.
  • Goals and associated metrics recorded in the Retention Plan Workbook
2.5 Plan stakeholder communication.
2.6 Build an action plan.
  • Action plan documented in HR Action and Communication Plan

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