Introduction Questions Report ROI Help
Employee Retention:
An employee retention strategy is as important as a savvy recruiting plan. Companies who can capitalize on the three conditions that retain top people at an organization spend much less of their bottom line on hiring and retaining. In addition, while they can't control the labor market, they can exert considerable influence over how how much it tempts their employees to look elsewhere. This section can help you assess how informed your company is about the top employee retention factors and how aggressively you're use them to your advantage.

The following table shows recommendations sorted by those that require the shortest time to implement.
Click on a recommendation for details on how to implement it inside your company or business unit.

Employee Retention
Recommendations

Time
Frame 		Effort To
Implement

Implement variable pay schedule (click here for more)

Design and implement a formal employee retention strategy(click here for more)

Consider implementing flexible working arrangements (click here for more)

Extend and expand job orientation program to build organizational commitment (click here for more)

Additional Risk Factors Specific to Your Company

Industry: Although your company is not in a high turnover industry, company specifics are more likely to influence your employees to stay or leave. Understanding why employees decide to leave your organization, and what you can do to keep them, is a critical interpersonal risk management strategy for any organization.
 
Over 100 Employees: Employers with over 100 employees tend to have higher turnover rates as well as increased costs of rehiring and retraining. Finding ways to reduce turnover should be a key interpersonal risk management strategy in your organization.
 
Related Resources: Employee Retention  
 • Free wage and salary information: Occupational Outlook Handbook
 • Evaluate Pay Schedule by Similar Industry, Occupation and Geographical Location
 • Employee Retention Strategy Development and Implementation
 • Job Satisfaction Survey Design and Implementation
 • Exit Interview Design and Implementation
 • Compliance Survey Design and Implementation
 • Interpersonal Skills for Technical Managers