University of Michigan
Retention Toolkit:  Resources for Retaining Valued Staff

Estimated Time to Complete:  5 MinutesSTEP 1

Understand retention risks and how to minimize them.

How do you know if you have a retention issue?
Begin by asking yourself the following questions:

Does your staff include a large number of employees eligible for retirement?

If 20-50% of your staff are eligible to retire within the next five  years, you may have a retention problem.

For in-depth information about retirement trends at U-M, consult the Retirement Outlook reports in the University Human Resources Human Capital Report. For custom analyses of retirement trend data for your unit, consult the University Human Resources HR Metrics tool.

Does your unit have high turnover?

If your rate of turnover is over 10%, you may have a retention problem.

For in-depth information about turnover trends at U-M, consult the Recruitment and Retention Trends reports in the University Human Resources Human Capital Report.For custom analyses of turnover trend data for your unit, consult the University Human Resources HR Metrics tool.

Do you have difficulty attracting and maintaining diversity?

If you have difficulty developing a pool of qualified diversity candidates for both entry level and managerial positions or greater than 10% turnover of diversity candidates, you may have a retention problem.

For custom analyses of diversity trend data for your unit, consult the University Human Resources HR Metrics tool.

Do new staff members leave more frequently than more experienced ones?

If you have a high rate of turnover among staff with five or less years of experience, you may have a retention problem.

For in-depth information about turnover trends at U-M, consult the Recruitment and Retention Trends reports in the University Human Resources Human Capital Report. For custom analyses of turnover trend data for your unit, consult the University Human Resources HR Metrics tool.

Do you experience a high rate of transfer to other departments?

If you have 10-20% annual turnover of staff leaving for opportunities in other departments, you may have a retention problem.

For in-depth information about turnover trends at U-M, consult the Recruitment and Retention Trends reports in the University Human Resources Human Capital Report. For custom analyses of transfer trend data for your unit, consult the University Human Resources HR Metrics tool.

Are you a new supervisor?

If you have less than one year of experience as a supervisor, consider using the Retention interview process to help identify potential retention challenges.

If you are a new supervisor or an existing supervisor wishing to enhance your supervisory and leadership skills, consider taking advantage of the supervisory and leadership skill development opportunities available through Human Resource Development (HRD).

Step 2If you answered “Yes” to any of these, proceed to Step 2.