Employee Retention Course
Build a retention plan from evidence about your own employees. In six recorded lessons, Mike Pritula covers turnover measurement, exit interviews, employee research and programme implementation. Prepare a report and business case, choose actions and decide how to evaluate the results.
- 6 recorded lessons
- Turnover and stability calculations
- Retention programme planning
- Homework review
- Diploma
By Mike Pritula — No. 1 HR instructor on Udemy, 21 years in HR
The job in front of you Sound familiar?
You know how many people left, but need a clear way to measure and report turnover.
Exit feedback is scattered, so it is hard to see recurring reasons for leaving.
Managers suggest retention actions before checking what causes departures.
You need a business case and a plan for evaluating the retention programme.
What you will have after the course
A turnover report
Calculate turnover and staff stability. Review departures by department, key role and the employees you wanted to retain.
A research and retention plan
Define hypotheses, plan employee research and choose actions on management, EVP and pay based on findings.
A business case and review process
Estimate programme costs and benefits, plan implementation and compare results with the targets you set.
Start today, for free
The free PapaHR exit interview page provides 8 statements and 2 questions about why people leave and what could have kept them. The page describes automatic sending to departing employees and a report by department. Use the questions with the course's wider turnover research and retention planning.
- In PapaHR the exit survey goes to everyone who is leaving, and the reasons add up to a report by department.
- The «Who might leave?» survey asks the team 6 questions anonymously and shows the share of people who will stay, are unsure or might leave.
- In Talent and development each person has a risk of leaving, and PapaHR flags strong people who may leave (Pro).
Tools you get in the course
Turnover and staff stability calculations
Calculate departures against average headcount for the period. Use staff stability as a complementary measure.
Lesson slidesTurnover report outline
Organise trends, departments, key positions, regretted departures, recommendations and the calculation method.
Lesson slidesEmployee research checklist
Plan survey purpose, questions, anonymity, demographics, reminders, analysis, feedback and actions after the survey.
Lesson slidesEVP audit checklist
Review benefits, culture, work environment, career and pay when investigating retention problems.
Lesson slidesRetention business case and ROI guide
Describe the problem, goals, budget, resources, expected results and owners. Compare programme benefits with costs.
Lesson slidesRetention programme review questions
Review changes in turnover, target metrics, employee feedback and exit responses. Decide what to continue, stop or change.
Lesson slidesEmployee risk-of-leaving questions
Ask how likely an employee is to leave and how long they expect to stay. Use the answers in retention discussions.
Lesson slidesWho this course is for
HR generalist
needs a clear turnover report and retention action plan
HR business partner
investigates departures and works with department managers
HR director
needs a business case and a way to evaluate retention work
Team manager
wants to understand why employees leave and what can change
Program
01
01 · Lessons 1–2
Understand departures and measure turnover
Examine reasons for leaving and the links with satisfaction, loyalty, motivation and engagement. Plan exit interviews, collect relevant data and calculate turnover. Prepare a report and examine patterns.
- 1What is turnover and what causes it
- 2Measuring turnover in a company
Result: A measurement approach and a turnover report structure.
02
02 · Lessons 3–4
Investigate causes and design the programme
Define hypotheses, plan employee research and analyse responses. Calculate turnover costs and prepare the business case. Choose actions on manager practices, EVP and pay based on the findings.
- 3Conducting a research study
- 4Developing a programme to reduce turnover
Result: A research plan and a proposed retention programme.
03
03 · Lessons 5–6
Implement, monitor and review
Plan implementation, address resistance and monitor actions. Analyse the programme's results, report to management and agree the next steps.
- 5Implementing a programme to reduce turnover
- 6Summing up
Result: An implementation and review plan for the retention programme.
Your profile after the course
What you can add to LinkedIn and your CV — and what this work pays.
Your Name
HR Specialist · Turnover analysis and employee retention
Experience
Prepared a turnover report, employee research plan and retention programme proposal, including costs, responsibilities and measures for reviewing results.
Licenses & certifications
Reducing Turnover — Mike Pritula AcademyDiploma after the course
Skills
- Turnover Measurement
- Exit Interviews
- Employee Research
- Retention Planning
- Retention Programme Evaluation
Medians in the U.S.; pay depends on country, company and experience. * U.S. Bureau of Labor Statistics, May 2025
Your diploma after the course
Complete the course assignments and get a personal diploma of Mike Pritula Academy.
- Add it to Licenses & certifications on LinkedIn
- Every diploma has its own unique code
- The QR code on the diploma opens its online version
- Issued on Accredible, the platform Google, Udacity and Rosetta Stone use for their certificates, so it cannot be forged
- Understand departures and measure turnover
- Investigate causes and design the programme
- Implement, monitor and review
Learn from your phone
Recorded lessons fit into your day: on the way to work, at lunch or in the evening.
- Recorded video lessons — watch at any time
- A year of access, at your own pace
- Turnover calculations, research and retention guides in the lesson slides
- Homework reviewed, Diploma after completing the assignments
Mike Pritula
Founder of Mike Pritula Academy and PapaHR
Mike Pritula founded the academy and built PapaHR, the HR system where the templates of his courses work for real companies. The playbooks are his own HR practice, step by step.
What graduates of the academy say
Graduates of related Mike Pritula Academy courses, from the surveys they fill in when they get the diploma.
“I think every HR person in any role should take this course to understand how much subjectivity there is in our work. The homework is highly relevant to an HR person’s everyday challenges at work.”
Course: People Analytics · Profile on LinkedIn
“Honestly, I used to think building a company culture and teaching it to employees was something complex and cumbersome. Now I see it’s entirely doable — and the process can be engaging and manageable.”
Course: Company Culture · Profile on LinkedIn
“I liked the course, and it really helped us build a new onboarding system for the company. A big plus is there’s no fluff — everything is to the point.”
Course: Employee Onboarding · Profile on LinkedIn
“HRBP isn’t about “processes for the sake of processes” — it’s about speaking to the business in the language of numbers and strategy. The practical cases helped me roll out new analysis tools while I was still studying.”
Course: HRBP · Profile on LinkedIn
Price
for one person, access for a year
- 6 recorded lessons
- Turnover calculations, research and retention guides in the lesson slides
- Homework review
- Diploma
a year for one person
- All 150+ courses of the academy, this one included
- All playbooks, now and new ones
- Homework review and certificates
- PapaHR Pro for up to 50 employees
a year for a team of up to 10 people
- Everything in the annual subscription
- For up to 10 people of your team
- PapaHR Pro for up to 200 employees
Questions
Will I learn how to calculate turnover?
Yes. The course covers data sources, turnover and stability calculations, reporting, analysis and forecasting.
Does the course cover exit interviews?
Yes. It covers introducing exit interviews and using departure information in turnover reports and research.
How will I choose retention actions?
The programme starts with hypotheses and employee research. It then examines manager practices, EVP and pay so you can choose actions that address the findings.
How can PapaHR support the work?
Use the exit survey and the 'Who might leave?' survey to collect feedback. Talent risk of leaving is available in PapaHR Pro for reviewing retention priorities.
Do I get a Diploma?
Yes, after completing the course assignments. Homework is reviewed.
What does the annual subscription give?
All 150+ courses of the academy for a year, including this one. You can study the recorded classes at your own pace. The team subscription covers up to 10 people.