Upon completion of this course, participants will be able to:

• Define **Employee Engagement** and **Retention** and understand their direct link to key business outcomes (e.g., profit, customer satisfaction).
• Master the process of designing, deploying, and analyzing comprehensive employee engagement surveys and pulse checks.
• Identify the key drivers of engagement (e.g., leadership, career development, recognition) and personalized retention factors.
• Develop targeted intervention programs and action plans based on engagement survey data and departmental needs.
• Utilize predictive analytics (**flight risk**) and stay interviews to proactively identify and retain high-potential and critical talent.
• Design and implement a holistic **Total Rewards** strategy that enhances perceived value and boosts engagement.
• Train managers and leaders on their critical role in fostering daily engagement and coaching for retention.
• Measure the **ROI** of engagement and retention programs by linking them to business metrics (e.g., turnover cost, productivity).

• HR Leaders and Directors of Talent Management and **OD**
• HR Business Partners and Generalists focused on culture and retention
• All Managers and Supervisors responsible for team morale and productivity
• Compensation and Benefits Specialists designing Total Rewards
• Internal Communications and Culture Specialists

• Group exercises analyzing sample engagement survey data, identifying key drivers, and developing a prioritized action plan.
• Workshops on designing an effective stay interview protocol and practice conducting a stay interview.
• Case studies analyzing organizational success in reversing high-turnover trends through targeted engagement programs.
• Individual exercises developing a manager training module on the **"Retention Coaching"** mindset.
• Discussions on the challenges of maintaining engagement in a remote or hybrid work environment.

Unit 1: The Strategic Case for Engagement and Retention

• Defining **Engagement, Retention**, and **Employee Experience** and their measurable impact on the bottom line (**ROI**)
• Identifying the top organizational, managerial, and individual drivers of employee commitment and motivation
• Calculating the high financial and intellectual capital cost of voluntary turnover, especially for critical roles
• The role of organizational culture and values as the foundational driver of long-term retention

Unit 2: Measuring and Diagnosing Engagement

• Mastering the design and deployment of annual engagement surveys, pulse checks, and lifecycle surveys
• Techniques for analyzing survey data: identifying drivers, segmentation analysis, and communicating results transparently
• Conducting stay interviews and exit interviews effectively to gather actionable, individualized retention data
• Utilizing **People Analytics** to predict high-performer flight risk and focus intervention efforts proactively

Unit 3: Targeted Intervention Programs

• Developing targeted, measurable action plans at the organizational, departmental, and individual manager level
• Strategies for enhancing key drivers: leadership development, career pathing, and skill growth opportunities
• Designing effective recognition and reward programs that reinforce engagement and organizational values
• Leveraging employee resource groups (**ERGs**) and inclusion initiatives to foster a sense of belonging

Unit 4: The Manager's Role and Retention Coaching

• Training managers to be "Retention Coaches": conducting meaningful one-on-ones and developmental discussions
• Strategies for improving manager accountability for their team's engagement and turnover metrics
• The importance of continuous, developmental feedback in fostering employee growth and retention
• Empowering managers with data and resources to act on local engagement and retention challenges

Unit 5: Integration, ROI, and Continuous Improvement

• Integrating engagement and retention goals seamlessly into **Total Rewards** and performance management systems
• Strategies for measuring the **ROI** of retention programs (e.g., reduction in turnover cost vs. program cost)
• Action Planning: establishing a continuous listening strategy and ongoing governance for engagement efforts
• Communicating the link between engagement survey improvements and business success to the entire organization