How did a major healthcare company cut turnover by 22% and save $2.8 million during the great resignation? Or a food processing company reduce turnover by 23% and save $2.3 million? Or call centers cut new-hire turnover by 42% during these times? A recent MIT study proved employees are leaving "toxic corporate cultures" during the great resignation rather than seeking more pay...all while companies are raising pay and hiring less-qualified applicants to fill open jobs. This fast-moving session will prove that turnover can be greatly reduced during 2022 by applying a consistent five-step approach including implementing stay interviews and holding supervisors accountable to retention goals, all to ultimately move retention accountability from HR to operations where real solutions happen.

Learning Objectives:

• Analyze turnover data in order to establish goals for all turnover and new-hire turnover.
• Partner with finance to measure turnover's cost by gaining access to a proprietary turnover cost calculator.
• Train leaders to forecast how long each employee will stay, providing executives with always-current retention information for top-performers while also holding leaders accountable to accurate retention forecasts.

In-person session offerings are on a first-come, first-served basis.