Minimizing Employee Turnover — Thinking Outside the Box

Employee turnover is an ongoing challenge for Chief Human Resources Officers (CHROs), with retention consistently ranking among their top priorities. Whether organizations are navigating reductions in headcount or responding to evolving employee expectations, HR leaders are finding innovative ways to retain critical talent and foster growth – even when resources are limited.

Recently, the Washington, DC CHRO Community convened virtually for a town hall to share strategies for minimizing employee turnover. The discussion centered on curating an employee experience that empowers the workforce, implementing recognition systems that nurture employees, and creating job architectures that support the growth of top talent.

The program was moderated by Governing Body member Bryan Garey, Vice President & CHRO, Human Resources at Virginia Tech. Community members Tanya Moore, Chief People Officer at West Monroe; Brad Neilley, CHRO at Turtle & Hughes; and Shawn Stokes, SVP, Human Resources & Culture at Events DC helped facilitate small group discussions.

Here are the takeaways from the program:

1. Increase Retention with Open Conversations and Stay Interviews

Fostering a culture of open dialogue is crucial for retaining top talent, and this was a reoccurring theme throughout the town hall. CHROs shared that many organizations overlook the impact of simple, purposeful conversations to understand how employees are feeling and what they need to remain engaged. Stay interviews, in particular, were highlighted as an effective yet underutilized tool. One CHRO noted, “Stay interviews cost nothing, and yet, some of us do not do this on a regular basis.” They added that these conversations do not require elaborate processes, and a handful of thoughtful questions can help leaders identify flight risks and ensure employees feel valued and heard. 

Another CHRO emphasized the importance of open dialogue from the recruiting process onward, continuing with routine stay interviews. “Think about their career paths and what they're interested in from the start. It seems basic, but it’s a missing piece that's impactful.” By prioritizing these conversations, HR leaders can set clear expectations, address concerns before they escalate, and demonstrate genuine investment in employee growth and satisfaction.
 

2. Harness Data, AI, and Strategic Planning for Proactive Retention

Data-driven decision-making is transforming how CHROs approach retention. HR leaders discussed leveraging AI-powered analytics, annual talent reviews, and culture surveys to spot trends, identify high-potential employees, and anticipate potential departures. Succession planning also arose as a key strategy for mapping out critical skills and roles, ensuring organizations are prepared for future changes and can nurture talent accordingly. They highlighted how these approaches help HR teams shift from reactive to proactive to build a more resilient and engaged workforce.
 

3. Unlock Loyalty with Unconventional Retention Strategies

CHROs are “thinking outside the box” to achieve powerful results in employee retention. Some organizations are enriching the employee experience by offering opportunities for job shadowing, cross-functional projects, and direct access to senior leadership. One CHRO reported an increase in “boomerang” returns after hosting employees in different areas of the business. Another shared how they are hosting small group calls with the CEO, giving every employee the chance to “have an ear with the CEO.” Other strategies included being proactive about promotions and providing transparent total rewards statements, reinforcing a culture of recognition and growth and helping employees see a clear path forward and feel valued beyond their paycheck.
 

CHROs can continue this conversation with peers at an upcoming in-person community gathering. Community members can sign in to find events and register with one click. If you are new to Gartner C-level Communities, apply to join your local CHRO community to connect with peers on your mission critical priorities.