Once you’ve identified the retention issues, you need to identify the staff members most likely to leave.
To help identify and assess retention risk factors and focus your retention efforts on your most valued staff members, your toolkit includes a Retention Risk Matrix to help you gauge individual staff member’s level of risk, based on factors such as performance, job knowledge, leadership skills, professional options and competence.
The Retention Risk Matrix can help you assess the level of risk and then focus your retention efforts on those staff members whose risk is highest. For best results, complete the Retention Risk Matrix on a semiannual or annual basis. Consider incorporating it into your existing performance review or career development discussion cycles.
Follow these easy steps to complete the Retention Risk Matrix:
- Prepare a list of your staff.
- Plot your staff into the “Retention Risk 4 Panel Matrix” using the definitions below the chart.
- List those staff in box 4. They represent the most retention risk. The staff in boxes 2 and 3 may also represent a retention risk but not as great. You may choose to conduct a retention interview with them as well.
- No action is required for staff in box 1.
After completing the Retention Risk Matrix, follow these steps to complete the Retention Interview Process:
- Schedule a retention interview (30-45 minutes) with those staff in box 4 and possibly boxes 2 and 3.
- Give staff the Career Reflection Questions to complete before the interview.
- Complete the Supervisor Pre-interview Worksheet to prepare for the interview.
- Review A Sample Interview with a Staff Member to get familiar with what a successful interview entails.
- Conduct the retention interview using the Supervisor’s Interview Form as a guide.
- Complete the Job Satisfaction and Growth Plan, if necessary, using the suggested actions on the plan page or other actions you and your staff member agree to.
- Monitor the Job Satisfaction and Growth Plan together with the staff member.
Complete this matrix to identify staff members who may pose a retention risk.