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It’s every manager’s nightmare: One of your best employees turns in their resignation out of the blue.

You now have several challenges to manage on top of your daily responsibilities. Not only do you have to find a replacement for the valued employee, but you must also consider the impact the departure will have on the rest of your staff. Additionally, employee departures usually result in current employees having to pick up the responsibilities of the departing employee resulting in employee frustration and lowered morale.

The bottom line is that it’s more efficient to retain a qualified employee than to recruit, train, and orient a replacement employee of the same quality. Good retention starts at the time you hire an employee and continues throughout the employee life cycle.

  • Why is retention important?
  • Why do employees leave?
  • Predictors of turnover
  • 4 major reasons why employees leave
  • Drivers of employee retention and turnover
  • Developing retention strategies: Stay Interviews, Employee Engagement, Compensation, Recruitment, Pay Transparency
  • Managing for retention
  • Turnover myths
  • Calculating employee retention

Whenever an employee walks out the door, employees notice. Some will even start wondering if they should start looking for a new job, too. The impact of employee turnover goes beyond just dollars. If your organization is constantly recruiting due to high employee turnover, you’re stuck in a cycle of hiring instead of engaging and encouraging your high performers. That’s why employee retention and employee job satisfaction should be high on every organization’s list of priorities.

Some strategies employers can use to retain employees include conducting stay interviews, fostering pay transparency, increasing employee engagement, and smart onboarding, among others.

Participation in this webinar will assist participants in understanding why employees leave and what steps an organization can take to develop an effective retention program.

  • Senior Leadership
  • Human Resources Directors, Managers & Representatives
  • Operations Professionals
  • Compliance Professionals
  • Recruiting Professionals
  • Managers & Supervisors
  • Employees

Diane L. Dee, President of Advantage HR Consulting, has over 25 years of experience in the Human Resources arena. Diane’s background includes experience in HR consulting and administration in corporate, government, consulting, and pro bono environments. Diane founded Advantage HR Consulting in early 2016. Under Diane’s leadership, Advantage HR provides comprehensive, cost-effective Human Resources solutions for small to mid-sized firms in the greater Chicagoland area. Additionally, Diane conducts webinars on a wide variety of HR topics for various training firms across the country. Diane holds a Master's Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, sHRBP, and HRPM® certifications. Diane is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, Diane performs pro bono work through the Taproot Foundation assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.

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