Thirty minutes on what workforce instability is costing you.
Most executives already sense that turnover and absenteeism are expensive. Very few have seen the true figure, and almost none have seen where it comes from. This conversation closes that gap in one sitting.
What the thirty minutes actually covers
The same four things every time, in the same order, so you know before you accept the invitation exactly what you are agreeing to.
Where are you now, and where do you want to be
Headcount, sites, key challenges and the two or three symptoms that made you get in touch. We are listening for whether the problem is turnover, absenteeism, early departures or manager capability, because they have different causes.
What it is costing
We take your figures through the same four calculations the cost calculator uses: replacement cost, absence cost, the overtime premium instability creates, and lost discretionary effort. You leave with an annual number and, more usefully, with the four parts it breaks into.
Where the causes sit
Turnover is a lagging indicator. By the time someone resigns, the conditions that produced the decision have been in place for months. We work backwards from your symptoms to the point in the employee experience where they started, which is almost always closer to the front line than expected.
Whether there is work worth doing
An honest view, including the version where the answer is no. If there is something worth measuring properly, we describe what that would involve and you decide in your own time. Nothing is signed on the call.
A number, its four parts, and a view on the causes.
Everything below is yours to use internally whether or not you ever engage Manage2Retain. There is no gate on it and nothing is held back for a paid stage.
- An annual cost of workforce instability for your organization, built from your own headcount, salary, turnover and absence figures rather than from a benchmark.
- The four components behind it, so you can see whether your exposure is concentrated in replacement cost, absence, overtime or lost productivity.
- A capacity figure in full-time equivalents, which is usually the version that lands with operations and finance when a dollar figure does not.
- A view on where the causes sit in your employee experiences, and which of them are measurable rather than assumed.
- A straight answer on fit. If your situation does not call for what we do, you will hear that on the call rather than in a proposal three weeks later.
Approximate is fine. Helpful preparation will allow a more productive conversation.
These four turn the conversation from general into specific. If you cannot get them before the call, come anyway and we will work with estimates.
Headcount
Total employees, and roughly how they split across sites or divisions.
Annual turnover rate
The percentage of your workforce that left in the last twelve months.
Absence days per employee
Unplanned absence only. Booked vacation does not belong in this figure.
Average salary
Across the population you are worried about, not across the whole company.
Thirty minutes to explore the challenges and the options
If you believe workforce stability challenges are affecting your operations and success, in capacity, quality, financial costs and profits or customer satisfaction, and you are seeking improvement in these areas, let us spend thirty minutes together exploring the challenges and potential strategies for solutions.
Tick the ones that apply
Tick whichever of these you recognise. It takes ten seconds and it tells you whether this half hour is worth your time.
Douglas Brown, President
Manage2Retain was built on a single philosophy: organizations do not achieve exceptional performance without a stable workforce, and workforce stability is an operational problem rather than an HR program. That view shapes the conversation. We look at what the workforce is doing, what it is costing and which conditions produced it, before anyone talks about a solution.
There is no account manager, no discovery team and no handover to a delivery consultant you have not met.
Book the time, or tell us the situation first
Pick a slot straight from the calendar, or send the detail below and Douglas will come back to you with a time.
Send this and Douglas replies personally with a time. If you would rather choose the slot yourself, the calendar is below.
Choose your own thirty minutes
The calendar shows real availability. Pick a slot and it is confirmed immediately, with no reply to wait for.
Book a 30 minute consultation Opens Calendly in a new tab.What this is not
- NOT A SALES CALLThere is no product to demonstrate and no proposal at the end unless you ask for one.
- NOT A COMMITMENTNothing is signed, quoted or agreed on the call. You can end the conversation at any point.
- NOT A HANDOVERYou speak to Douglas Brown, and you keep speaking to Douglas Brown.
- NOT AN OPT-INRequesting a discussion does not add you to a mailing list. There is no newsletter.
Not ready for a conversation? Run your own numbers first with the cost calculator, or send a general enquiry through Contact. If you would rather start with the diagnostic, go to Request a Stability Assessment.