Day 1: Diagnosing Engagement and Retention Risk

Meaning of Engagement at Work

• Separate momentary enthusiasm from sustained commitment
• Examine workplace drivers influencing continued employment
• Distinguish behavioral indicators from stated opinions
• Create an operational engagement definition

Conducting Turnover Analysis

• Calculate departures across meaningful employee segments
• Separate healthy movement from critical loss
• Identify timing and concentration of exits
• Map retention risk for critical talent

Employee Experience Journey

• Identify moments changing decisions to remain
• Gather evidence across key journey stages
• Connect experience pain points with departures
• Select one moment for rapid intervention

Day 2: Listening, Manager Action, and Retention Solutions

Employee Voice Channels

• Choose surveys interviews or listening groups
• Protect privacy around highly sensitive subjects
• Interpret findings without unjustified generalization
• Write questions exploring one experience

Stay Interview Practice

• Create safe and nondefensive dialogue
• Explore individual pull and push factors
• Avoid commitments beyond manager authority
• Rehearse discussion with a hesitant employee

Everyday Manager Intervention

• Address workload or ambiguity within influence
• Provide recognition tied to specific contribution
• Create growth opportunities inside current work
• Build manager actions for exposed teams

Day 3: Engagement and Retention Strategy Lab

Segmentation and Priority Choice

• Group employees through genuinely different needs
• Estimate retention value and replacement cost
• Choose populations combining impact and feasibility
• Set a time-bound quantitative retention objective

Targeted Retention Intervention Design

• Combine manager practice with experience changes
• Separate enterprise and local implementation actions
• Assign owner resources and delivery timing
• Test the package against varied personas

Retention Impact Review

• Choose balanced leading and lagging indicators
• Compare outcomes before and after intervention
• Gather qualitative explanation for observed change
• Present plans to a talent committee

• Segmented analysis of turnover and employee experience data
• Stay interviews and manager situation role-plays
• Journey maps revealing high-impact experience moments
• A lab designing retention action for critical populations