Employee Retention

Every Resignation is an Unplanned Capital Expense.

Replacing an employee costs 1.5-2x their annual salary. The best retention strategy is removing the specific reasons your best people are considering leaving.

annual salary: the real cost of replacing a single employee

You spend months training someone, they finally get good, and then they leave. The constant turnover is exhausting and expensive.

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annual salary: the real cost of replacing a single employee

The Problem

You discover retention problems when employees are already leaving.

Exit interviews happen too late. An employee quits, and you ask why during an exit call. By then, they have already decided and mentally checked out. The real retention risk exists weeks or months before resignation — and it is invisible to you.

Most retention interventions are reactive: you lose an employee and suddenly invest in culture or compensation. Effective retention is proactive: surface the reasons your best people are considering leaving, and fix them before the resignation.

You spend months training someone, they finally get good, and then they leave. The constant turnover is exhausting and expensive.

60%

of employees who quit gave no warning signs before resignation

Society for Human Resource Management

Our Approach

The Stay Interview Framework

Instead of exit interviews (too late), we conduct stay interviews (proactive). Structured conversations with current employees to surface retention risks before they become resignation letters.

Diagnose Retention Risks

Anonymous stay interviews with employees. What keeps them here? What are they considering leaving for? Compensation benchmarking against market rate. The result is a flight-risk profile.

Identify Flight Risk

Which employees are at high risk? Not based on tenure or performance rating alone, but on the specific factors they identified in interviews. Build a list of at-risk retention targets.

Implement Targeted Interventions

Career pathing (clarify advancement path), compensation adjustment (market rate alignment), manager training (better 1:1s and feedback), role redesign (reduce frustration). Not one-size-fits-all solutions.

How We Engage

Find the Right Fit

Three ways to work with us — choose the scope that matches where you are.

Retention Diagnostic

4-6 weeks

Businesses that have had unexpected departures and want to understand why.

Anonymous stay interview program
Manager interviews (why do they think people leave?)
Compensation benchmarking (your rates vs. your market)
Flight-risk scorecard (by employee and by department)
Prioritized intervention roadmap

Retention Sprint

90 days

Identified retention problems and ready to act immediately.

Career path documentation (for each role)
Manager training on 1:1s, feedback, and recognition
Compensation restructuring (if needed)
Culture interventions (based on interview findings)
Turnover tracking dashboard
90-day impact assessment

Retention Program

Ongoing — quarterly reviews

Ongoing quarterly stay interviews and continuous culture monitoring.

Quarterly stay interview program
Annual compensation reviews
Manager training refreshers
Pulse surveys (eNPS and engagement)
Retention KPI dashboard
Strategic quarterly reviews

What We See Every Time

3 Things That Hold Employee Retention Back

These are not edge cases. We see all three in almost every engagement.

Compensation is Competitive, but the Career Path is Not

Employees do not leave because they are paid below market (though that is a factor). They leave because they cannot see a path to the next level. Compensation benchmarking is necessary but not sufficient. Career clarity is the retention driver.

Your Best Performers Leave First, Not Last

High performers have options. They tolerate a mediocre environment for a shorter window than average performers. Turnover metrics understate the talent quality loss. The people you most want to keep are often the ones easiest to lose.

Managers Are the Retention Lever — and Are Never Trained for It

People do not leave companies, they leave managers. Manager training on 1:1 cadence, feedback delivery, and recognition has the highest retention ROI. A bad manager will churn your team regardless of compensation or culture.

Client Results

What This Service Is Built to Deliver

Case study for this service is being finalized. Book a consultation to hear about client outcomes directly.

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Your Deliverable

What You Get at the End

Concrete artifacts you own and can act on immediately.

Flight Risk Scorecard — Risk level by employee and department with specific retention drivers.

Compensation Benchmarking Report — How your pay compares to your market rate by role.

Stay Interview Findings — Anonymized themes and drivers of retention and flight risk.

Career Pathing Framework — Clear advancement path for each role family.

Manager Training Playbook — 1:1 structure, feedback delivery, and recognition practices.

Retention KPI Dashboard — Turnover rate, tenure distribution, eNPS, and trend tracking.

Sample Deliverable

Action Items

Timeline

Employee Retention · On10 Solutions

Common Questions

Before You Start

Answers to what prospects ask us most before booking.

How do stay interviews work without making employees feel surveilled?

Stay interviews are anonymous and focused on what keeps people here. The framing is "we want you to stay — what would help?" not surveillance. We aggregate findings, not individual data. Employees feel heard, not watched.

How do you keep the survey responses anonymous?

We conduct interviews directly (third-party neutral) and report aggregate findings without attribution. Aggregation (by department, by tenure band, by role) maintains anonymity while surfacing patterns.

What if the retention problem is compensation and we cannot afford market rate?

Market rate alignment may not be necessary across the board. Target compensation adjustment at flight-risk roles. Additionally, non-monetary retention drivers (career path, manager quality, flexibility) often have higher ROI than across-the-board raises.

How long until we see improvement in turnover numbers?

Manager training impacts retention within 4-8 weeks (better 1:1s improve morale immediately). Career path clarity takes 2-3 months to communicate. Compensation adjustments show results in 90-120 days. Expect visible improvement in 6 months, major impact in 12 months.

Do you train our managers directly, or just provide the materials?

We train directly. We run manager workshops, 1-on-1 coaching on difficult conversations, and practice sessions. Training is interactive, not just reading material.

What industries do you have the most experience in for retention work?

Healthcare and professional services are our most active segments, but the framework works across all industries. What matters is the depth of the problem, not the vertical.

What if we find out our best performers are already considering leaving?

Stay interviews often surface this. The next step is immediate action: career conversation with the employee (new role, new responsibility, new team), compensation adjustment if needed, or management change if the issue is their manager.

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