DEVELOPING TEAMS · LEADERS AS RETENTION COACHES WORKSHOP
People Don't Leave Companies. They Leave Leaders Who Don't Connect and Invest In Them.
An impactful workshop that turns your managers into active retention coaches, because the leader-employee relationship is the single biggest factor in whether your best people stay or go.
35+
YEARS EXPERIENCE
8-25
PARTICIPANTS PER SESSION
2
HOUR WORKSHOP
THE PROBLEM
The Real Reason Your Best People Leave
Exit interviews cite "better opportunity," "career growth," or "compensation." But behind almost every resignation is a leadership relationship that didn't deliver, a manager who didn't develop, listen, or notice the warning signs in time.
Every departure costs up to 35% of an employee's total cost in recruiting, onboarding, and lost productivity. But the bigger cost is the signal it sends: when good people leave and nothing changes, the rest of the team starts wondering if they should be looking too.
What This Looks Like
Exit interviews naming reasons that mask the real, unspoken one
Top performers quietly disengaging before anyone notices
Compensation and perks treated as the retention strategy, when the manager relationship is what actually drives it
Leaders unaware they're the biggest retention risk, not the retention plan
THE WORKSHOP
What Is Retention Coaching?
This workshop teaches leaders to think of themselves as retention coaches: actively investing in their people's growth, recognizing flight risk signals, and conducting meaningful stay conversations that keep top talent engaged and committed.
Participants learn practical techniques for strengthening the manager-employee relationship, running effective one-on-ones, building development pathways, and having retention-focused conversations that go well beyond "Are you happy here?"
WHAT PARTICIPANTS WILL LEARN
The Skills of a Retention Coach
1
The #1 Retention Factor
Why leaders are the top retention factor, and what that means for daily behavior.
4
Development Pathways
Creating individual development pathways that give people a real reason to stay.
2
Early Warning Signs
How to recognize the early signs that a top performer is starting to disengage.
5
Retention-Damaging Habits
The behaviors leaders don't realize they're exhibiting that push good people out.
3
The Stay Conversation
How to proactively discuss growth and commitment before it's too late.
6
A Sustainable Habit
Building a retention-focused leadership habit that lasts, not a one-time push.
Who This Is For
✓ Leaders who want to improve the employee experience and retention
✓ Organizations experiencing higher turnover, especially among top performers
✓ Managers who've lost good people and want to prevent it from happening again
✓ HR leaders who want to embed retention into leadership behavior and culture
✓ Teams in competitive industries where talent retention is a strategic priority
Workshop Format
Duration
Delivery
2 hours
On-site or virtual
Group Size
8–25 participants (customizable)
Includes
Assessments, materials, profile reviews, follow-up plan
Every session is customized to your team's specific challenges and dynamics.
WHAT YOUR TEAM WILL GAIN
What Changes When Leaders Coach for Retention
Leaders Consistently Report:
Leaders who treat retention as a core leadership responsibility, not an HR function
Practical skills for stay conversations and development check-ins
Earlier identification of disengagement signals, before they become resignations
Stronger manager-employee relationships that give people a genuine reason to stay
Reduced voluntary turnover driven by better daily leadership
"If you need to improve results and morale in your organization, I highly recommend Rich and One on One Consulting."
Former Client
FAQ
Frequently Asked Questions
-
Retention coaching is the practice of leaders actively investing in their employees’ growth, engagement, and satisfaction as a deliberate strategy for keeping top talent. It includes conducting stay conversations, creating development pathways, recognizing disengagement signals, and building the kind of leader-employee relationship that makes people want to stay.
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Compensation matters, but research consistently shows that the quality of the direct manager relationship is the top driver of retention. People leave managers more often than they leave companies. This workshop addresses the leadership behaviors that keep people which no salary increase can replace.