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.
2x
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.
2x
annual salary: the real cost of replacing a single employee
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
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.
Find the Right Fit
Three ways to work with us — choose the scope that matches where you are.
Retention Diagnostic
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. Tampa market)
- Flight-risk scorecard (by employee and by department)
- Prioritized intervention roadmap
Retention Sprint
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 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
3 Things That Hold Employee Retention Back
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.
Tampa Bay Business. Measurable Outcome.
Challenge
34% annual turnover (industry average 28%). Turnover was concentrated in the 12-18 month tenure band — new hires were leaving before they became productive.
Approach
Diagnostic interviews revealed: managers had no structured 1:1 cadence, employees reported no clear advancement path, onboarding was fragmented. Implemented: manager training on 1:1s, career conversation framework, formalized onboarding sequence.
Outcome
12-month turnover dropped from 34% to 19%. Retention of 12-18 month employees improved 40%. Cost savings from reduced turnover: $220K (recruiter fees, training, lost productivity).
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 Tampa Bay 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
Employee Retention · On10 Solutions
Before You Start
Answers to what prospects ask us most before booking.
Related Services
Businesses that use this service often combine it with these for maximum impact.
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