Employee Engagement and Retention 
Engage and retain skilled employees.

Engaging and retaining top talent isn’t just crucial to your company’s success - it’s vital to your organization’s survival. Giving your employees what they need goes a long way in driving their commitment to and interest in your business - and ultimately, their desire to stay. This may include:

  • Giving clear instructions, expectations and guidelines to employees
  • Helping employees understand how their work matters to the business
  • Providing meaningful feedback on a regular basis
  • Allowing and encouraging employees to take part in opportunities for growth and development
  • Recognizing and rewarding your employees

Work Institute’s retention and engagement research help us to gain vital insight into the issues that affect your business production: Employee support, connection to the overall strategic goals, how employees feel about their supervisors and their opportunities for career development. Because poor engagement can produce high turnover and high internal costs, we get to the root of the issues and work to resolve them. Our experts help you develop a plan of action to maximize engagement, retention - and minimize your internal costs.

Increasing engagement and retention starts with employee feedback.

Engaged employees not only stay with the company longer, they’re advocates of your business, its products and services, and contribute to the bottom line of your success. Without engagement, you’ll find your company with: 

  • Lower employee morale: Without engagement, employees find little connection to their jobs or your business, and little satisfaction in their work
  • Increased turnover: Disengaged employees take their skills, experience and knowledge to a competitor
  • Lost training and recruiting dollars: Time and money invested in recruiting and onboarding programs is wasted on departing employees
  • Diminished productivity: New employees take time to get up to speed on their job. In the meantime, your productivity will be hindered

Drive growth and diminish turnover with employee engagement.



We would love the opportunity to earn your business. Call us now to schedule your free consultation to discuss your employee engagement challenges.

TALK WITH US! (888) 750-9008

Engaged employees are advocates of your business and contribute to its bottom line success

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  • >Develop an open line of communication between employees and supervisors.

    3 out of 4 people who leave their company are quitting their boss - not the job.

  • >Build a feedback plan.

    When there is a culture of feedback within a company, turnover decreases significantly.

  • >Instill an employee recognition program.

    Nearly 4 out of 5 employees say recognition can make them work harder. Recognition also makes them stay with the company longer.

  • >Communicate job roles and skills.

    In order for your employees to feel connected and engaged, they need to feel as though their work directly correlates to the company mission.

  • >Implement training programs.

    Invest in your employees and they’ll invest in you. Not only will they come out on the other side with a better skill set and higher rates of productivity, they’ll be more likely to stay and use those skills at your company.


Once you become a partner of Work Institute we assign you a Client Services representative. This person will be with you every step of the way – from identifying who needs to be interviewed, crafting the specific study questions, gathering and providing data analysis to building a change management plan to address specific issues and meet predefined business goals.

Your Client Services representative will become an integral part of your internal team by providing research, data, analysis and recommendations along the entire feedback cycle. Their entire focus is your company’s engagement and retention strategies. They find what isn’t working and get it working again saving your hundreds of thousands of dollars in turnover costs.

Once we get the interviews and surveys in place, your Client Services representative will work with you to summarize the major 3-4 trends in bullet form with the supporting raw data as a reference. We will regularly meet with you and any key leaders to discuss what we’ve discovered and will work with you to build a plan of action to make key changes.

Our reporting system is designed to give access to whomever you deem necessary.  Sometimes all organizational leaders want and need to know the research. Sometimes it’s better to have one key internal person managing the process. Whatever the request, we will provide access at no additional charge.

We use our combined experience of close to 30 years in human resources and our ability to capture the specific data you need to design thorough action plans to solve HR issues. For example, just by solving simple issues in recruitment results in hiring the right top talent for your open positions. Hiring the right top talent means reducing turnover significantly. This is what consulting with data can do for you.


Engage, grow and retain the talent you need to succeed.

Utilizing engagement and retention data, Work Institute consultants can uncover valuable data about your overall strategy for retaining and growing your employees. Because our workforce consultants understand what it takes to create a workplace that is highly engaged, we work through any issues and shortcomings we uncover including areas such management effectiveness, team-building planning, career development, and employee alignment with overall strategic goals. We get to the bottom of what’s holding you back and develop solutions for your company culture, in order to retain great employees and grow your business.



Our experts can help you determine the solutions best suited to your company’s needs.

  • "The actionable and detailed data from the Work Institute gave us the support to make the changes our employees needed to see. The ability to break it down into different divisions particularly provided us with the insight to address specific concerns within departments and levels, as opposed to blanket solutions, and led to an overall more productive workforce."