• views: 87
• date: 17 May 2026
• posted by: 0nelove

Practical, data-driven HR tactics to cut turnover with onboarding, stay interviews, growth plans, engagement and culture
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
Requirements
There are no prerequisites for this course
Description
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.
Who this course is for
HR managers, HR generalists, and HR business partners (HRBPs)
Talent acquisition and recruiting professionals focused on reducing early turnover
People Operations leaders and HR teams building retention programs
Learning & Development (L&D) and talent management professionals designing career paths and IDPs
Department managers and team leads who want practical retention tactics for their teams
Small business owners and operations leaders responsible for the employee experience
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