Retaining Top Talent for Managers: Employee Retention Training

“We worked closely to design a retaining top talent for managers solution for our Client Partner Teams across the country.

LSA designed a high quality customized solution for our specific business and unique culture to ensure that we identify and retain our most strategic and valuable talent.

Thank you for going above and beyond”
Laurie Torres | Chief People Officer | WCG

Description
A recent Human Resource Executive study found that 72% of HR leaders were most worried about losing their top talent. According to the Bureau of National affairs, US businesses lose $11 billion annually as a result of employee turnover.

The good news is that factors within the control of the manager are the most frequently cited reasons for employee attrition.

The Retaining Top Talent for Managers training program reduces costly turnover in the ranks of top-performing employees — those most critical to your business success — by helping managers take ownership of their role in the employee retention process.

The Retaining Top Talent Training Program and intervention has three major components:

Retention Assessment Profile
An on-line survey that measures managers’ effectiveness in specific behaviors proven to impact employee retention. Each participating manager completes a self-assessment and has their direct reports provide confidential feedback.

Data from these surveys is used to generate individual retention profile reports provided to participants during the Retaining Top Talent workshop.
Retaining Top Talent for Managers Training Workshop
Managers explore the multiple factors that increase employee retention and motivation, identify those that are within their control, and receive feedback from their direct reports on these management practices.

Managers learn and share related strategies and best practices, determine what actions to take to strengthen their skills, and prepare for ongoing retention-focused discussions with their employees.
Retention Certification
We also offer a Train-The-Trainer program to help you more fully integrate the Retaining Top Talent for Managers program into your organization. It includes a day of train-the-trainer and a consultant and manager toolkit to run and implement the methodology.

Retaining Top Talent for Managers: Proven Strategies to Reduce Employee Turnover

Additional reinforcement components can be deployed to reinforce workshop lessons and continue the momentum of your intervention:

For Managers

Retention Assessment Profile reassessment 6 and 12 months after the workshop
On-line Retention Action Planners to help focus both the manager and their direct reports on the most critical retention factors

For Direct Reports

Participation in Retaining Top Talent for Employees, the individual contributor counterpart to Retaining Top Talent

Participant materials can be customized to include organization-specific information, tools, forms, language, and processes such as:

Dealing with the work attitudes of younger workers
Tips for retaining remote employees
Identifying employee motivators
Retaining diverse workers
Providing targeted feedback on your managers’ retention practices

Target Audience
Managers and supervisors of top talent.

If you’d like to see how our Retaining Top Talent for Managers Training has helped organizations across industries improve retention, strengthen leadership effectiveness, and keep top performers engaged, please contact us.

Related Information

LSA Global has provided our Employee Engagement Survey for the past 3 years.

Their ability to help us sort through complex organizational changes and provide data-based insights has been excellent.

LSA provides great value, and I highly recommend them.

Mike Normant
Senior Director, Training & Development

I continue to be impressed by the depth and breadth of LSA’s expertise in leadership development, and management development.

What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent in a practical and results-driven manner.

Thank you LSA!

Tracy Esposito
Director, HR Business Partner

We have had a very beneficial partnership with LSA. Their recent Leadership Development Program helped us to identify, develop, and retain top leaders. It was instrumental in helping take our company and our key people to the next level. I would recommend them to anyone looking to truly develop and retain top talent.

Steve Janowsky
Vice President of Operations

We looked to LSA Global as a consulting partner to help us explore innovative and scholarly approaches to promote employee engagement and sustain the unique high performance culture we’ve built over the last decade. LSA helped us perpetuate coaching as a discipline across the organization by integrating our core values, goal setting, and performance management.

We appreciate LSA’s commitment to cutting-edge practices to help keep us a step ahead during this time of rapid change.

Rosalyn Chan
Vice President, Human Resources

LSA’s Employee Engagement Survey and Consulting work has provided critical visibility into what matters most to our people as well as the specific challenges that face biotechnology companies.

Their ability to identify engagement drivers and engender commitment to the specific engagement actions that our leaders can take to improve engagement and retention in our unique circumstances are top notch.

I highly recommend LSA’s to anyone looking to truly engage and retain top talent in a way that aligns their unique culture and strategy.

Chris Wells
Vice President, HR and IT

FAQs

While compensation can play a role, research consistently shows that employees are more likely to leave because of limited growth opportunities, ineffective leadership, poor management practices, and a lack of recognition or meaningful work. Managers have significant influence over many of these factors and can directly impact whether top talent stays or leaves.

Managers can improve retention by having regular career development conversations, providing coaching and feedback, recognizing contributions, understanding individual motivators, and creating opportunities for growth. Employees are far more likely to stay when they feel valued, supported, and connected to meaningful work.

Common indicators include reduced engagement, decreased participation in meetings, lower enthusiasm for long-term projects, increased absenteeism, declining performance, or less interest in development opportunities. Proactive managers regularly check in with employees to identify concerns before they become reasons to leave.

Yes. Organizations can assess retention risk by gathering feedback from managers and employees, identifying retention drivers, and measuring management behaviors that influence engagement and loyalty. Data-driven retention strategies help managers focus on the actions that have the greatest impact on keeping high-performing employees.

Retaining high-performing employees reduces recruiting and onboarding costs, preserves institutional knowledge, strengthens team performance, improves customer outcomes, and increases productivity. Because top performers often contribute disproportionately to business results, keeping them engaged is a critical competitive advantage.