Free Resources

Free Employee Retention Resources

Use these free retention resources as often as you wish or refer others to them. Check back, too, because we update them.

*Cost Calculator: Calculate What Turnover Costs You Now
Is employee turnover costing you too much or not?

*Free 27 Page Retention Workbook: 10 Strategies to Develop an Effective Employee Retention Program
Free employee retention workbook includes a complimentary subscription to our monthly ezine, Retain & Gain.

*Free 13 Page Report: "Why Employees Leave"
Learn why employees leave and how to keep your valuable employees longer.

*Free Article: "Keep More New Hires"
Strategies for reducing new hire turnover.

*Free Ezine: Retain & Gain
Monthly email newsletter with tips, tactics & strategies to reduce turnover, increase retention.

*Assessment: How Retention-Capable is Your Organization?
Take this quick survey and find out.

1. We have a stated or written retention policy in place.
2. Our internal departments (HR, Finance, Operations) agree on the measures needed to calculate turnover and its costs.
3. We calculate turnover costs every month.
4. Turnover costs are reported to management at least monthly.
5. We have a resignation policy in place so if a valuable employee resigns, we have an action plan to improve our chances of keeping them.
6. Our new hires stay long enough so we recoup the investment we make in them.
7. We know why our best or most valuable employees stay and what would tempt them to leave.
8. Annual employee surveys have at least 6 to 10 retention questions so we have a much better idea of how satisfied our employees are and how committed they are to staying.
9. We know what our turnover costs are compared to our operating income, and they are lower.
10. We recognize a clear relationship between employee retention, customer retention, and corporate profitability.
11. We understand turnover is a strategic issue and not "just an HR problem."
12. A career development path is provided to our employees.
13. Our employees' relationships with their immediate supervisors are very important; we provide retention training and skills for our supervisors, managers, and executives.
14. Exit interviews are conducted so we know why people leave and so we can take corrective action.
15. We know longer term employees have fewer accidents which improves our safety record.
16. We know longer term employees make fewer mistakes and errors which helps our quality scores.
17. Top management is regularly involved in our retention efforts.

How did your organization score?
15 to 17 "yes" answers: a high retention organization.
12 to 14 "yes" answers: an organization with good retention skills.
9 to 11 "yes" answers: about half right, important work to do.
8 or fewer "yes" answers: turnover is likely costing you too much.

Talent Management services to help you attract, retain, develop, and transition talent are available nationally and internationally; 170 offices in 30 countries. Link to Career Partners International/RWCaldwell Associates at www.rwcaldwell.com, a Preferred Business Partner of ours.

Strategic employee retention associate: helpful books, articles, research, consulting: www.hermangroup.com.

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