Build an engaged and committed workforce.

Each person plays a critical role in your organization – from entry level employees to your most tenured executives. A people-centric culture sets the tone for an engaged and committed workforce.

Are your employees always top of mind?

Or, do they become a topic of conversation when there is a “fire” – i.e., high turnover. Having intentional, regular conversations about your employees is critical to the success of your organization. By understanding what matters most to the people that make up your workforce, you can begin to think proactively about retention and treat your employees as your greatest asset.

Stop throwing money at problems – people value more than just compensation. Are you looking at the entire employee lifecycle?

Does any of this sound familiar?

Do your front-line leaders understand their significant impact on employee retention?

Does it feel like you're constantly onboarding but making limited progress on labor needs?

Does the balance of hiring the best people as fast as you can have you stumbling?

Do you see the needs of your organization but don't know where to start?

Workplace wellness is possible.

Be an employer of choice.

Are you a candidates top pick? In today’s highly competitive job market, it’s more important than ever to differentiate yourself among other employers.

Where are you great? Pay? Benefits? Where are your weaknesses? Applicant flow? Turnover?

By answering these questions, we determine a baseline and with a baseline, we begin to measure improvement.

Communicate and connect in order to attract and retain.

What processes and practices do you have in place to intentionally attract qualified candidates and retain employees long-term? You’re competing for the same talent – how are you setting yourself apart from your competitors?


  • Organizations with a strong onboarding process improve new hire retention by 82% and productivity by more than 70%.
  • Of those who realized their new job wasn’t a good fit, half cited a toxic work culture.

(Sapling HR)

We consider the following six areas to be the most impactful in employee retention:


Are you advertising on the right platforms? To the right people? Are you sacrificing candidate quality to meet deadlines? How are you responding to negative online reviews?


Is your interview-to-hire process efficient and timely? Do your job descriptions accurately portray the job? Are you considering team dynamics in your hiring process?


Do employees know what to expect on day-one? Is there a formal process to welcome new employees to the team? Are badging and parking arranged in advance?


Do employees understand the requirements of their position and how to be successful in their role? Is initial and ongoing training provided for employees to stay up-to-date in their field?


Do you provide educational opportunities for growth? Are you providing consistent feedback on employee performance? Do employees understand their career path within your organization?


Are you evaluating and incorporating exit interview feedback? Are your employees cross-trained? What does your succession plan look like for those approaching retirement?

Start by understanding where you are with your employees.

Then, you can move the needle.

HTI has developed a Workplace Forensics Report, which provides insights and attainable action items to accomplish your goals. Through an in-depth analysis of your current state, we are able to identify your greatest challenges and create opportunities, establishing intentional short, mid and long-term solutions for success.