The Fortnight Findout
Fast, evidence-based solutions to retain high value talent.
Define high risk/high value workforce segments
Review turnover data to establish baseline
10-day data gathering with high value employees:
Focus group, survey + individual interviews
Analyses and report writing
Debrief with evidence, recommendations and action plans
Add: employee-centred action-planning workshops to prioritise, develop and implement your approved recommendations
EMPLOYEE VALUE PROPOSITION
The 4 Week Fact Find
Attract high value talent groups with targeted EVPs.
Identify high value employee targets and current EVPs
Review recruitment and turnover data to establish baseline
Test EVPs with high value groups
Focus groups, surveys, individual interviews
Analyses and draft Report preparation
Final Report: evidence, recommendations and actions
Debrief with EVP stakeholders, SMEs and invited guests
Add: Action-planning workshops with SMEs to implement and measure targeted EVPs.
MANAGERS' ENGAGEMENT SKILLS
Same-day workshop upskill
49% of all resignations are influenced by the manager.
Amplify your manager's engagement skills.
Practical, immediately applicable knowledge and skills:
Build Individual Engagement Plans
Learn key drivers for join, stay, quit decisions
Assess the personal costs of team resignations
Protect against 7 disengagement events
Watch for 5 signs of impending resignation
Apply up to 12 knowledge capture ideas
Choose from 9 promotion proxies
3 stages of support: pre-work, workshop and post-work to embed skills
Best for 12-20 managers per workshop
The 3 Week Turnaround
Attract, retain and develop Indigenous talent.
Establish stakeholders and SMEs (eg RAP Committee members)
Review Indigenous attraction & turnover data to establish baseline
Focus group, survey, individual interviews: current & ex-employees
Report on join, stay and quit factors for Indigenous talent
Debrief stakeholders, SMEs and invited guest
This work is reviewed by our Aboriginal Engagement Advisor to ensure cultural appropriateness
Add: SME and employee workshops to develop, implement and measure actions
Add: Debrief and/or workshops with RAP Committee to incorporate findings
Discover the true costs of replacing a talented person who just quit, so you can build the business case for keeping the talent you already have.