This 60-minute webinar is designed to help leaders, HR professionals, and managers understand why retention is more critical now than ever before and how to apply practical strategies to reduce turnover. Using the Retention100™ framework, the session highlights eight pillars organizations can leverage to build cultures where employees are motivated to stay.
Key features include:
• A data-driven exploration of the cost of turnover and its organizational impact.
• An introduction to the Retention100™ diagnostic framework (8 pillars).
• Practical strategies across hiring, communication, rewards, development, and relationships.
• An interactive exercise to identify organizational strengths and weaknesses in retention.
• A forward-looking discussion on trends shaping the future of retention (remote work, generational shifts, AI, automation).
Participants in the webinar will receive a link to an online, research-based assessment tool to grade how well their organizations align with global best practice in employee retention. The webinar is based on the author’s book, available on Amazon, entitled Motivated to stay.
WHY SHOULD YOU ATTEND?
Turnover has become one of the most expensive challenges for U.S. organizations:
- The average cost of turnover is $4,700 per employee, but it can climb to 200% of annual salary for specialized roles (SHRM, 2022; cited in webinar).
- In 2021, nearly 47% of U.S. workers left their jobs (Bureau of Labor Statistics, 2022).
- Gallup estimates that turnover costs the U.S. economy $1 trillion annually, much of it preventable with better retention strategies.
- High turnover also damages customer service, organizational culture, and reputation, reducing long-term competitiveness.
Reducing turnover is therefore not only a cost-saving measure but also a strategic imperative for sustaining workforce engagement, stability, and organizational performance.
AREA COVERED
1. Welcome and Introduction (5 minutes)
- Introduce facilitator(s) and authors of the book.
- State objectives:
- Understand why retention matters now more than ever.
- Explore the Retention100™ framework (8 pillars).
- Identify practical strategies organizations can implement immediately.
- Quick participant poll: “What is your biggest retention challenge right now?”
2. The Retention Imperative (10 minutes)
- Present key statistics:
- Cost of turnover ($4,700 average per employee, up to 200% of salary for key roles).
- 2021 turnover rate: 47% of U.S. jobs affected.
- Case example: “Sarah the Software Engineer” story—illustrates financial, cultural, and reputational impact of turnover.
- Define turnover vs retention.
- Stress why retention is a strategic necessity in today’s workplace.
3. The Retention100™ Framework: 8 Pillars (20 minutes)
- Introduce Retention100™ as an organizational diagnostic and action tool.
- Brief overview of each pillar with 1–2 strategies each:
- Hiring Right – Align candidate values with culture; avoid costly mis-hires.
- Data-Driven Decisions – Use metrics and predictive analytics to anticipate turnover risks.
- Communication – Build transparency, feedback loops, and trust.
- Recognition – Reinforce achievements with authentic, timely appreciation.
- Rewards & Benefits – Competitive, personalized, and clearly communicated packages.
- Learning & Development – Career pathways, skill growth, ROI of training.
- Positive Relationships – Manager-employee trust, inclusion, mentorship.
- Onboarding & Exit Strategies – Smooth transitions in and out, learning from departures.
- Highlight that organizations can use the online Retention100™ assessment to identify gaps and prioritize actions.
4. Applying the Framework: Interactive Exercise (10 minutes)
- Breakout or group poll: Which two pillars are strongest in your organization? Which need the most work?
- Participants reflect on 3–5 priority action items for their workplace (mirroring the Retention100 Action Plan template in the book).
- Share 1–2 examples from volunteers.
5. Future of Retention (5 minutes)
- Trends shaping retention:
- Remote/hybrid work.
- Generational shifts (Millennials & Gen Z values).
- AI & automation redefining job roles.
- Emphasize shift from preventing exits → creating environments where employees want to stay.
6. Wrap-Up and Q&A (10 minutes)
- Recap: Retention is about culture, strategy, and consistent leadership behaviors.
- Provide call-to-action:
- Take the Retention100™ assessment (get the link if you participate in the webinar)
- Form a cross-level retention team.
- Develop and track a tailored Retention Action Plan.
- Resources: Motivated to Stay book, Retention100™ website (online), heat map tool.
- Open floor for participant questions.
LEARNING OBJECTIVES
By the end of the webinar, participants will be able to:
- Explain why retention matters now more than ever, drawing on recent turnover data and workforce trends.
- Differentiate between turnover and retention and articulate their strategic importance.
- Describe the eight pillars of the Retention100™ framework and how they can be applied in practice.
- Identify organizational gaps using the Retention100™ model and prioritize action steps to strengthen retention.
- Develop a retention action plan tailored to their workplace, including at least 3–5 strategies for immediate implementation.
- Anticipate future challenges and opportunities in employee retention, including remote work, generational differences, and AI’s impact on jobs.
WHO WILL BENEFIT?
- Chief Human Resources Officer (CHRO)
- Chief People Officer (CPO)
- Vice President of Human Resources
- Vice President of Talent Management / Talent Development
- Vice President of Employee Experience or Engagement
- Director of Human Resources
- Director of Talent Management / Learning & Development
- Director of Employee Relations / Employee Engagement
- Director of Organizational Development (OD)
- Head of People & Culture
Turnover has become one of the most expensive challenges for U.S. organizations:
- The average cost of turnover is $4,700 per employee, but it can climb to 200% of annual salary for specialized roles (SHRM, 2022; cited in webinar).
- In 2021, nearly 47% of U.S. workers left their jobs (Bureau of Labor Statistics, 2022).
- Gallup estimates that turnover costs the U.S. economy $1 trillion annually, much of it preventable with better retention strategies.
- High turnover also damages customer service, organizational culture, and reputation, reducing long-term competitiveness.
Reducing turnover is therefore not only a cost-saving measure but also a strategic imperative for sustaining workforce engagement, stability, and organizational performance.
1. Welcome and Introduction (5 minutes)
- Introduce facilitator(s) and authors of the book.
- State objectives:
- Understand why retention matters now more than ever.
- Explore the Retention100™ framework (8 pillars).
- Identify practical strategies organizations can implement immediately.
- Quick participant poll: “What is your biggest retention challenge right now?”
2. The Retention Imperative (10 minutes)
- Present key statistics:
- Cost of turnover ($4,700 average per employee, up to 200% of salary for key roles).
- 2021 turnover rate: 47% of U.S. jobs affected.
- Case example: “Sarah the Software Engineer” story—illustrates financial, cultural, and reputational impact of turnover.
- Define turnover vs retention.
- Stress why retention is a strategic necessity in today’s workplace.
3. The Retention100™ Framework: 8 Pillars (20 minutes)
- Introduce Retention100™ as an organizational diagnostic and action tool.
- Brief overview of each pillar with 1–2 strategies each:
- Hiring Right – Align candidate values with culture; avoid costly mis-hires.
- Data-Driven Decisions – Use metrics and predictive analytics to anticipate turnover risks.
- Communication – Build transparency, feedback loops, and trust.
- Recognition – Reinforce achievements with authentic, timely appreciation.
- Rewards & Benefits – Competitive, personalized, and clearly communicated packages.
- Learning & Development – Career pathways, skill growth, ROI of training.
- Positive Relationships – Manager-employee trust, inclusion, mentorship.
- Onboarding & Exit Strategies – Smooth transitions in and out, learning from departures.
- Highlight that organizations can use the online Retention100™ assessment to identify gaps and prioritize actions.
4. Applying the Framework: Interactive Exercise (10 minutes)
- Breakout or group poll: Which two pillars are strongest in your organization? Which need the most work?
- Participants reflect on 3–5 priority action items for their workplace (mirroring the Retention100 Action Plan template in the book).
- Share 1–2 examples from volunteers.
5. Future of Retention (5 minutes)
- Trends shaping retention:
- Remote/hybrid work.
- Generational shifts (Millennials & Gen Z values).
- AI & automation redefining job roles.
- Emphasize shift from preventing exits → creating environments where employees want to stay.
6. Wrap-Up and Q&A (10 minutes)
- Recap: Retention is about culture, strategy, and consistent leadership behaviors.
- Provide call-to-action:
- Take the Retention100™ assessment (get the link if you participate in the webinar)
- Form a cross-level retention team.
- Develop and track a tailored Retention Action Plan.
- Resources: Motivated to Stay book, Retention100™ website (online), heat map tool.
- Open floor for participant questions.
By the end of the webinar, participants will be able to:
- Explain why retention matters now more than ever, drawing on recent turnover data and workforce trends.
- Differentiate between turnover and retention and articulate their strategic importance.
- Describe the eight pillars of the Retention100™ framework and how they can be applied in practice.
- Identify organizational gaps using the Retention100™ model and prioritize action steps to strengthen retention.
- Develop a retention action plan tailored to their workplace, including at least 3–5 strategies for immediate implementation.
- Anticipate future challenges and opportunities in employee retention, including remote work, generational differences, and AI’s impact on jobs.
- Chief Human Resources Officer (CHRO)
- Chief People Officer (CPO)
- Vice President of Human Resources
- Vice President of Talent Management / Talent Development
- Vice President of Employee Experience or Engagement
- Director of Human Resources
- Director of Talent Management / Learning & Development
- Director of Employee Relations / Employee Engagement
- Director of Organizational Development (OD)
- Head of People & Culture
