Employee turnover is expensive. It costs organizations an estimated 1.5 to 2 times the existing employee’s salary to replace them. And one of the most common reasons employees voluntarily quit is because of their managers or supervisors. With training and skill development, managers and supervisors can help curb voluntary employee turnover. During our Employe Retention Training, your supervisors will learn why talent stays and leaves and how their actions can influence those decisions.
Course Overview
Introduction to Employee Retention and Engagement
- Overview of the impact of employee retention.
- The connection between employee engagement and productivity.
- Cost implications of high turnover rates.
The Role of Leaders in Employee Retention and Engagement
- Strategies for creating a positive work environment.
- The importance of transparent communication and recognition.
Understanding What Top Performers Want
- Identify key motivators for top-performing employees, based on ERC’s data.
- Methods for collecting feedback and understanding employee needs.
Effective Engagement Strategies
- Techniques for creating a culture of engagement.
- Build trust and encourage open communication.
- Develop career development plans and opportunities for growth.
Identifying and Nurturing Top Talent
- How to identify top talent within teams.
- Strategies for retaining top performers and reducing turnover.
- Create custom development plans to engage high-potential and top-performing employees.
Get Training Details & Pricing
Contact us for information about pricing, program details, or to schedule training.
Who Should Register for this Employee Retention Course
New Managers or Supervisors
New managers who are just starting in their roles will learn about the importance of employee retention and engagement and learn effective strategies to build a supportive and motivated team.
Organizations Facing High Turnover Rates
Organizations struggling with high employee turnover will be able to equip managers and supervisors with an understanding of what top performers value and how to engage their teams effectively, helping to reduce turnover and create more stability.
Experienced Managers Who Haven’t Received Training
Experienced supervisors who haven’t received formal training will learn how to refine their approach to identifying and nurturing top talent. They’ll also learn more advanced techniques for boosting overall employee engagement and satisfaction.
Key Learning Outcomes
Employee Retention Strategies
Participants will learn skills and tools to implement effective employee retention strategies.
Boost Employee Morale and Job Satisfaction
Managers and supervisors will learn how to create positive work environments that boost employee morale and job satisfaction.
Identify and Nurture Top Talent
Attendees will learn how to identify top performers within the organization and provide the right resources and support to foster their growth and retention.
Effective Team Engagement Techniques
Participants will learn techniques for engaging their team, focusing on open communication and positive feedback.
Understand the Role of Leadership in Retention
Attendees will learn the role that leadership plays in employee retention and engagement, and how to become a more effective leader in this area.
Delivery Methods
We work with organizations to create a customized training solution, and we deliver the courses nationwide in a variety of formats. Our training program can be delivered in-person or virtually depending on your company’s needs. Training sessions can be delivered in half-day, full-day, or one-day workshop formats.
Prior to training, ERC performs an assessment of your organization’s needs to recommend the right structure and content. Modules can be customized based on the needs of your organization and training participants.
Traditional Classroom Format
Our traditional classroom format can be delivered at your organization, a facility of your choice, or at ERC’s Training Center. This format is best suited for small groups with no more than 25 people per class.
Virtual Format
Our virtual format is delivered live and can accommodate larger groups.
Led by Experienced Trainers
While some supervisory training programs are led by trainers who have never been in a supervisory role, ERC’s trainers bring decades of on-the-job supervisory, management, and leadership experience.
Our trainers pride themselves on being able to connect with today’s supervisors and frontline managers on the challenges and opportunities of the job.
Tom Ault
Chris Powers
Nada Djordevich
Damon Lindor
Frequently Asked Questions
There are numerous factors that influence employee retention, some of which are impacted by managers and supervisors, and some influenced on the organization level. Some retention factors include:
- Employee Experience: Enhancing the overall employee experience through positive interactions, supportive management, and a focus on meaningful work.
- Employee Training Programs: Providing training programs that help employees develop skills and opportunities for growth. Managers and supervisors can help by identifying opportunities for personal and professional development for each of their direct reports.
- Employee Benefits: Offering competitive benefits packages that align with employees’ needs and values, including health insurance, retirement plans, and flexible working arrangements. For managers and supervisors, having a pulse of what employees value can be an important contributor here.
- Employee Wellbeing: Focusing on employee wellbeing by promoting a healthy work-life balance, mental health resources, and wellness initiatives. Managers and supervisors can help communicate and reinforce these benefits as part of a total benefits package.
- Onboarding Process: Ensuring a smooth and effective onboarding process that helps new hires integrate quickly and comfortably into the company culture.
- Company Culture: Creating a positive company culture that promotes inclusivity, collaboration, and recognition, making employees feel valued and connected to the organization.
Focusing on continued employee development can have a positive impact retention by providing growth opportunities and development opportunities that are aligned with employees’ individual career goals.
When employees have access to ongoing education and chances to develop essential skills, they feel more valued and see clear opportunities for career growth within the organization. This investment in their future can lead to increased loyalty and reduce turnover, as employees are more likely to stay with a company that supports their ongoing development.
