THE RETENTION SYSTEMS BLUEPRINT

Exit interviews say "culture" or "burnout" or "better opportunity."

But what does that actually mean? And how do you fix it?

The Retention Systems Blueprint helps you diagnose exactly why people are leaving—and gives you 12 proven systems to help them stay.

It's the exact systems that reduced turnover by 30-50% in real organizations—domestic violence services, disability support agencies, and high-turnover nonprofits.

─────────────────────────

What's Included:

Turnover Diagnosis Assessment

Find out why people are actually leaving (not just what they say in exit interviews)

→ 25-question organizational health assessment

→ Scoring guide with interpretation

→ Gap analysis worksheet

→ Root cause mapping tool

12 Retention System Templates (fully customizable)

1. Onboarding That Builds Belonging

Not just paperwork—a 90-day integration process that makes people feel like they matter from day one

2. Stay Interviews (Not Just Exit Interviews)

Quarterly check-in framework to catch issues before people quit

3. Conflict Repair Protocols

Step-by-step process for addressing and repairing team conflicts before they fester

4. Manager Check-in Framework

Weekly/monthly 1:1 structure that actually supports staff (not just status updates)

5. Team Meeting Structure

Meeting formats that build connection and solve problems (not waste time)

6. Recognition System That Feels Genuine

How to acknowledge people in ways that actually mean something

7. Feedback Loops That Create Safety

Anonymous + open feedback systems that people actually use

8. Workload Distribution Assessment

Tool to identify and address burnout before it causes turnover

9. Professional Development Pathways

Career growth framework for organizations without traditional ladders

10. Boundary-Setting Culture Guide

How to build a culture where saying "no" doesn't risk your job

11. Crisis Response Protocol

What to do when everything's on fire (without burning people out)

12. Retention Metrics Dashboard

What to track, how to track it, and how to use data to improve

90-Day Implementation Timeline

Week-by-week roadmap so you know exactly what to do when

→ Month 1: Diagnose + Quick Wins

→ Month 2: Build Systems

→ Month 3: Launch + Measure

Staff Survey Templates (ready to use)

→ New hire experience survey (30/60/90 days)

→ Team culture pulse survey (quarterly)

→ Exit interview template (when someone does leave)

→ Stay interview template (catch issues early)

2 Live Coaching Calls (60 min each)

"What did your diagnosis reveal?" - Review findings and choose priority systems

"How's implementation going?" - Troubleshoot obstacles and refine your approach