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Use the request link on the relevant service card. Share your goals, current materials, workforce size, and desired timing.
Discuss your project →Wichita and remote HR consulting
Employee Engagement and Retention
Understand recurring turnover and strengthen the workforce practices that help employees stay.
Discuss your needsEmployee retention
Understand why people leave and what will make them stay.
We examine the manager practices, communication gaps, employee experiences, and workforce conditions that shape stability and turnover.
Stay and Exit Interview Toolkit
Starting at $500Customized stay and exit interview guides, a response tracker, and usage guidance. Interview delivery and analysis are separate.
Request this service →Retention Assessment
$1,750Examine agreed turnover information and employee experiences, with findings and recommended priorities.
Request this service →Stay Interview Program
$1,500 - $3,000Design the interview process, leadership responsibilities, and approach to synthesizing findings.
Request this service →Exit Interview Analysis
$1,250Analyze an agreed set of exit interview responses for themes and recommended actions.
Request this service →Employee Engagement Assessment
$2,000 - $4,000Scope an engagement review, analyze findings, and identify action priorities.
Request this service →Management Effectiveness Assessment
$2,500Assess agreed management practices and identify development and accountability priorities.
Request this service →Internal Communication Assessment
$1,500Review communication channels, handoffs, and recurring gaps, with practical recommendations.
Request this service →Retention Improvement Roadmap
$3,500 - $7,500Develop a sequenced retention action plan with owners and measures of progress.
Request this service →Choose the retention question before the tool
A stay-interview toolkit supplies reusable materials; an assessment examines evidence; a roadmap sequences actions. Choose based on whether the gap is a missing tool, an unclear cause, or implementation ownership.
Start with the employee groups, period, available separation information, and the questions leadership wants answered. If the data is incomplete, define a collection plan rather than presenting an unsupported diagnosis.
- Confirm the sample, interview ownership, confidentiality boundaries, and reporting format.
- Separate observable patterns from hypotheses about causes.
- Assign each approved improvement an owner and review date.
See how to calculate turnover and how organizational disorder affects retention.
A clear scope before work begins
We confirm your workforce, locations, current materials, desired outcomes, and decision-maker before recommending a project. Your written proposal defines the deliverables, included revisions or sessions, responsibilities, schedule, and fees. Published prices are starting points or anticipated ranges.
Wichita-area in-person work and remote delivery are agreed in scope. The employer approves policies and retains employment decisions. Legal interpretation and legal review are separate.
Need help identifying priorities? Explore the $1,500 HR and Workforce Infrastructure Assessment. If your need is already defined, request a focused project directly.
Request a consultationWhere to get started
Your next step, made simple.
Start with an assessment.
The $1,500 HR and Workforce Infrastructure Assessment identifies gaps and produces a prioritized roadmap before a larger engagement.
Explore the assessment →Review your written proposal.
Confirm deliverables, quantities, revisions, responsibilities, schedule, and fees before work begins.
Request a consultation →Relevant leadership experience
Employee experience supported by connected systems
During a six-month improvement effort in a prior healthcare role, reported engagement increased from 45% to 69%. The work combined onboarding, communication, manager resources, and leadership follow-through; outcomes reflected broader operating conditions.
These examples come from the founder’s prior employed leadership roles, rather than Holt client engagements. Reported outcomes reflect wider implementation and operating conditions; future results vary.
Read the context and work behind these examples →Questions before you begin
Employee Engagement and Retention FAQs
Should we choose a retention assessment or an engagement assessment?
Choose a retention assessment when the central question is recurring departures and employee stability. An engagement assessment examines employee experiences and feedback more broadly. We define the employee population, evidence, and leadership questions before selecting the approach.
Does the stay and exit interview toolkit include conducting interviews?
No. The toolkit starts at $500 and provides customized interview guides, a response tracker, and usage guidance. Interview delivery and analysis are separate services and must be included in the scope if needed.
Can you help if our turnover records are incomplete?
Yes. We first identify available headcount, separation, tenure, and feedback information, then document gaps and a collection plan. Findings distinguish supported patterns from hypotheses that need more evidence.
Will employees be promised anonymity during a review?
Confidentiality and reporting boundaries are agreed before feedback is collected. We explain who receives information and how themes are reported; small teams or identifiable circumstances can limit anonymity, so it is not automatically promised.
What happens after we receive retention findings?
The next step is to prioritize actions, assign owners, and choose measures of progress. A Retention Improvement Roadmap is available at $3,500–$7,500; ongoing implementation or leadership support requires its own agreed scope.
Find the conditions behind the exits
Review agreed turnover records, role and location patterns, employee feedback, onboarding, manager practices, and scheduling conditions. Separate evidence from assumptions before recommending recognition, training, pay review, or process changes.
Responsibilities and scope
Provide comparable records and clarify who will hear employee feedback. Agree on interview delivery, confidentiality limits, reporting, and how small groups will be handled. A toolkit, interview program, assessment, and implementation roadmap are different deliverables.
What useful progress looks like
Compare the same measures over suitable periods. Investigate workforce mix, staffing demand, and data quality before crediting one intervention with a change.
Wichita-area onsite delivery and remote Kansas support are agreed for the project. Delivery options · Planning resources
Let’s build the right scope
Start with the workforce challenge you want to solve.
Tell us where your organization needs support. We’ll identify a focused next step.
Free introductory conversation · No obligation
Employee Engagement and Retention
Discuss your needsNot sure? Explore the assessment →