Lassiter Consulting has researched the best systems in the country designed to improve employee productivity, development and retention. This research resulted in an alliance with a company that produces many of the materials in use at Fortune 100 companies today. Lassiter Consulting can initiate these substantive, successful programs for you and measure their results.

Why retain employees?
Because you're smart. Because you know how competitive it is to find talent. Because there are 27 ways it costs your company to replace current employees if they leave. Ask Lassiter Consulting to go over the 27 ways with you.

As an Alliance Partner with Mastery Works, Lassiter Consulting is certified to use the Talent 2000™ internal career development program created by Caela Farren, Ph.D. that aligns individual goals with corporate goals. Lassiter Consulting selected Mastery Works's products as Best in Class to improve employee productivity and competitiveness, hence improving corporate competitiveness.

How do you retain employees?
Retention is important in any economy. Good people can leave whenever they choose, and they take their talent, intellectual property, and relationships with them. You retain talented employees by building a development culture and by training your managers to grow not only their own career and personal goals, but those of their employees. You will find that morale, retention, and productivity improve. Employees that have their career development supported by their employer are much more likely to be loyal to that company and to spread the word.

You may also contract for an evaluation module to measure the results of your training. Pre-test attitudes of participants are statistically compared against post-test attitudes and behaviors 4-6 months after the training to determine its success. You then have quantitative results to use for long term planning and proof that your training contributes to the bottom line.


Managers and employees who have been through the program report statistically significant improvements in over 50% of the items measured over a 4 month period. These unusually impressive results show that training:

  • Lowers turnover in "hot skill" areas.

    High performers identify what they need to do to grow themselves and how to do it. They're challenged in the ways they want to be challenged, they're aligned with company goals, so they become more loyal.

  • Trains managers in how to have powerful career conversations with employees.

    There are 5 basic areas that managers need to be covering in their meetings with their employees, and few managers are trained. ""Poor management" is one of the top 3 reasons people leave companies, so these are essential skills.

  • Sets up succession planning.

    A company can plan for the competencies they need to develop within their core professions. As employees develop their skills in this system, the company makes sure they're working on the right combination of competencies so they're trained when needed.

  • Addresses work-life balance issues…

    a big retention factor these days, and ties directly into job satisfaction. Identifying what needs to change and how is included in this process.

  • Improves morale during high change.

    One employee said during the training, "I was overwhelmed by what was on my desk before we started. Now I look at the work to be done and am energized."

  • Provides internal career paths other than "up."

    There are 6 ways to move in a company. Only one of them is "up." To start thinking creatively and solving problems breaks down the "that's not my job" attitude. Employees leave the training with career plans and specific steps that their managers can support. Everybody grows.

That these training programs save a company substantial resources goes without saying. The resource that is often the most sensitive and hardest to replace is the lost client relationships that can suffer when there is turnover. Improved results often start with a conversation. Contact Lassiter Consulting to arrange one.

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