02 — Blueprint · Sample
Retention
Workforce BlueprintSample Manufacturing Co.
Challenge
Early-tenure employees are leaving within 12 months, concentrated in a few teams.
Root causes
- Inconsistent onboarding80
- No visible career path66
- Manager capability gaps61
Timeline
- Weeks 1–4Diagnose — Stay interviews and turnover mapping
- Months 2–4Build — Onboarding and pathways
- Months 5–12Scale — Manager development
Recommended actions
- NowStandardize a 90-day onboarding planHR Business Partners
- NextPublish career pathways for top 3 job familiesL&D
- LaterLaunch frontline manager coaching programCHRO
Internal owner
Chief People Officer
Gaps
- — No early-warning data on flight risk
- — Onboarding owned by no one
External resources
- Community-based support organizations
- Manager training providers
- Workforce board incumbent-worker funds
Technology opportunities
- Pulse survey tool
- Onboarding workflow platform
Success metrics
80%
First-year retention
+15%
Internal mobility
+10
Manager eNPS
03 — ActivateExplore all resources
Who can help put this plan into action
The kinds of partners employers use to carry out a plan like this.
Workforce boards
Funding, labor market data, and connections to job seekers.
Community colleges
Custom training, credentials, and cohort-based programs.
Apprenticeship intermediaries
Program design, registration, and ongoing administration.
Pre-apprenticeship programs
Prepare entry-level candidates for skilled pathways.