Hiring Marketplace

Retention strategy is most effective when it is differentiated by employee segment rather than applied uniformly: the factors driving attrition risk for a high-potential employee two years into their career are fundamentally different from those driving risk for a senior specialist in a technical role or a manager with a growing team. Organizations that apply one retention intervention — a salary increase, a promotion, a title change — to all at-risk employees are addressing one driver at the expense of the others. Segment-specific retention strategies that address the root cause for each population — career acceleration for high-potentials, skills development for specialists, management effectiveness for team leaders — consistently outperform blanket retention programs on both retention rate and cost per retained employee.