100 T O P 10 1. Organizations will become more transparent about their commitment to decreasing turnover and focusing on employee engagement. Managers will create a retention goal, share monthly metrics, and demonstrate the importance of holding on to top talent. 2. Spurred by the Millennial generation’s need for constant feedback, managers will in- crease employee engagement and growth by routinely conducting “stay interviews” – before an “exit interview” is ever necessary. These sit-downs will give employees the chance to discuss the most important topics on their minds and also allow the manager to share their vision for what’s ahead and some details about the inner workings of the company that employees may not realize. 3. Sales organizations will use engagement surveys and the data collected to identify areas of high turnover risk before it’s too late and implement effective retention strategies. 4. In this highly competitive talent marketplace in which unemployment is down and com- pensation continues to grow, some companies will go to more extreme measures to en- sure employee happiness. Smaller organizations will follow the lead of the big dogs like GE, L’Oreal, and Cisco who have senior leaders with the title of “Director of Employee Experience.” 5. Companies will continue to focus on putting the right people in the right positions based on their innate talents – naturally reducing turnover because employees will experience greater success and find a greater sense of satisfaction with the work. 6. Sales organizations will prevent seller stagnation and boredom by providing innovative training opportunities and cutting-edge tools that allow their salespeople to continue growing, thriving, and making more money. Retention Trends for 2018