Home >> Retention

Several methods can be used to identify reasons for poor retention in the groups identified in Step 1 as follows:

• A Retention Driver Assessment has been developed that focuses on the major retention attributes identified by the Corporate Leadership Council (CLC), and has been tailored to the State of North Carolina. This assessment can be administered to managers within each group or the assessment can be used as the centerpiece for manager focus groups. Compilation of results will lead to the identification of retention attributes that need attention.

• Current exit interview information can be accessed for jobs within each group. While this information is useful, differences in the technique used to collect exit interview information has led to some inconsistencies. To do a better job with exit interviewing, you may need to redesign how the information is collected. A model exit interview form has been developed for your use.

• Employee engagement surveys could be conducted for groups where engagement may be an issue. Engaged employees stay, unengaged employees leave. Use of the engagement survey will point to specific work environment issues that can be addressed to improve engagement and reduce turnover.

At the completion of this step you should have identified reasons for retention difficulties for each group of jobs.