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Employee Retention Risk Check

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    This diagnostic highlights your company’s employee retention risk. Your score is mapped into three levels:

    High Risk [20 or less]- urgent action needed; people are likely leaving or about to leave.

    Moderate Risk  [21–33] - warning signs are present; turnover may increase if not addressed soon.

    Low Risk [scores above 34] - healthy retention, though ongoing attention is still recommended.

    If your score shows High or even Moderate Risk, it’s time to act before valuable people walk out the door. I recommend connecting with me to explore solutions tailored to your team: contact@feliciastepan.com

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    Section A - Tracking & Data

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  • 6
    (Voluntary = employee resigns; Involuntary = employer-initiated termination, layoffs, or dismissals.)
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    (Share of employees who chose to leave in the past year, not including layoffs or firings.)
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    (Looking at turnover patterns by specific teams or leaders to spot problem areas.)
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    Section B - Early Tenure Risk

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    (Percentage of new hires who leave within their probation or first 90 days.)
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    (Structured follow-ups with new hires at 30, 60, and 90 days to identify issues early.)
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    (Conversations with employees about what keeps them engaged and what risks might push them out.)
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    Section C - Career & Growthk

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    (Formal written or documented growth plan, not just informal talks.)
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    (How often managers and employees discuss future roles, skills, and aspirations.)
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    (Monitoring how often employees move to new roles or promotions within the company.)
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    Section D - Leadership & Management

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    (Whether managers know warning signs like disengagement, absenteeism, or poor fit.)
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    (Whether manager performance evaluations include employee retention outcomes.)
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    (How frequently managers give recognition that feels meaningful to employees.)
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    Section E - Stress, Pay & Culture

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    (How recently pay was compared with market data to stay competitive.)
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    (Formal tracking of workload, well-being, or stress indicators via surveys or HR data.)
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