• Speculate on three reasons why employees leave an organization and three reasons why employees stay.
• Outline a retention strategy that HR could use to reduce the number of employees who leave an organization for the three reasons you identified.
  • Be intentional or specific with your strategy so you can measure the desire outcome. For example, an employee might leave an organization because their manager does not communicate with them about their job performance. Your retention strategy might be to implement a performance measurement process that HR could use to track monthly or quarterly performance conversations between managers and employees as a way to close the communication gap.