What you'll learn:
- Calculate and interpret turnover and retention rates, and spot high-risk patterns by team, tenure, and role
- Diagnose why employees leave or stay using exit data, surveys, and structured stay interviews
- Design retention-focused hiring and 30/60/90-day onboarding that builds clarity, connection, and confidence
- Build a retention strategy using pay/benefits, flexibility, recognition, and work-life balance levers
- Create growth systems: career paths, internal mobility, mentoring, and Individual Development Plans (IDPs)
- Develop an HR retention action plan using the Audit–Plan–Implement–Evaluate framework and measurable KPIs
What’s costing organizations more than recruiting and training combined? Voluntary turnover.
Consider the impact:
Gallup estimates U.S. businesses lose $1T each year due to voluntary turnover
Replacing one employee can cost ~30% to 200% of their annual salary (depending on role)
McKinsey found 40%+ of employees who quit said no one asked them why
LinkedIn reports 94% of employees would stay longer if a company invested in their development
Turnover isn’t just a budget problem—it drains productivity, morale, customer experience, and institutional knowledge. The good news is that much of it is preventable when HR leads a clear, practical retention strategy.
In this course, you’ll learn how to diagnose why employees leave (and why they stay), then build a retention system across the full employee lifecycle—from hiring and onboarding to recognition, growth, leadership, culture, and modern workplace expectations like flexibility and well-being.
You’ll learn how to:
Build the business case for retention using real costs, metrics, and turnover patterns
Identify root causes of exits (growth, management, culture, burnout, feeling undervalued)
Design onboarding that improves clarity, confidence, and connection in the first 90 days
Improve retention levers like compensation, benefits, flexibility, and transparency
Create career pathways, internal mobility options, and individual development plans (IDPs)
Increase engagement through effective recognition and better manager habits
Influence leadership behavior and culture to reduce preventable turnover
Apply emerging trends (hybrid work, wellness, analytics, talent marketplaces)
Learn from a real case study: Parkview Health’s retention transformation
Use practical tools: onboarding checklists, stay interviews, exit interviews, engagement surveys, and a simple Audit–Plan–Implement–Evaluate framework
By the end, you’ll have a clear retention plan you can take back to your organization—grounded in data, supported by proven practices, and practical to implement.
