Retention Strategy Sprint
A focused engagement that turns workforce evidence into a clear, practical retention strategy with priorities, ownership, measures and an achievable implementation roadmap.
Indicative fees from £3,500
The problem
Many organisations are not short of retention activity; they are short of retention strategy. Surveys run, exit interviews happen, initiatives launch, yet the activity stays disconnected from any coherent set of priorities that leaders own, communicate and measure.
The evidence usually already exists: survey results, exit data, turnover figures and employee-experience feedback. What is missing is the discipline of turning that evidence into a small number of strategic objectives, each with a named owner, a success measure and a realistic plan for the first 90 days.
The Retention Strategy Sprint is a defined, focused engagement designed to do exactly that, converting a vague brief into one clear strategic question, and your workforce evidence into a strategy leaders can communicate and implement.
Who this is for
- Organisations that already understand their principal retention challenge
- Leadership teams with existing survey, exit, turnover or employee-experience evidence
- Organisations with many disconnected retention activities but no coherent strategy
What your organisation receives
- Leadership discovery session
- Review of current evidence and organisational priorities
- Three to five strategic retention objectives
- Recommended actions and success measures
- Ownership, governance and accountability structure
- 90-day implementation roadmap
- Leadership workshop
- Concise strategy document or board presentation
Expected outcomes
The sprint is designed to help your organisation replace scattered activity with a strategy leaders can stand behind.
- A coherent retention direction
- Fewer disconnected or low-impact activities
- Clear ownership and measurable priorities
- A strategy leaders can communicate and implement
How it works
Enquiry
Complete a short enquiry form covering your organisation, audience, challenge, preferred timing and budget range.
Discovery call
We discuss your principal retention challenge and the evidence you already hold, and shape one defined strategic question.
Tailored proposal
You receive a clear proposal setting out the scope, timeline, stakeholder involvement and confirmed fee.
Sprint delivery
Leadership discovery session, evidence review, then development of three to five strategic objectives with actions, owners, measures and a 90-day roadmap.
Handover & follow-up
The draft is tested with relevant stakeholders, then handed over through a leadership workshop and a concise strategy document or board presentation.
Indicative investment
| Package | Indicative fee |
|---|---|
| Small, clearly defined sprint | From £3,500 |
| Wider organisational strategy | £5,500–£8,500 |
| Large or multi-division organisation | By tailored proposal |
All fees are indicative and are confirmed against the agreed scope through a tailored proposal.
Frequently asked questions
What evidence do we need before starting?
A sprint works from what you already know: survey results, exit interviews, turnover data or employee-experience feedback. Sufficient evidence is required before the strategy process begins; otherwise the output would rest on assumptions. If you do not yet have that evidence, the Retention & Culture Diagnostic is usually the right first step, and the two engagements connect naturally.
How long does a sprint take?
It is a deliberately focused, time-boxed engagement rather than a long consulting project. The exact timetable depends on your scope and stakeholder availability, and is confirmed in the tailored proposal alongside the schedule for the discovery session, evidence review and leadership workshop.
Who should be involved from our side?
A senior sponsor and the leadership team take part in the discovery session and final workshop, and your HR or people lead helps assemble the evidence. Because the draft strategy is tested with relevant stakeholders before final sign-off, involvement is planned with you at the proposal stage so the right voices are included without slowing the sprint down.
What does the final deliverable look like?
A concise strategy document or board presentation, not a lengthy report. It sets out three to five strategic retention objectives, recommended actions and success measures, an ownership, governance and accountability structure, and a 90-day implementation roadmap, handed over through a leadership workshop.
Do you support implementation afterwards?
Yes, where it is useful. Implementation support is scoped separately so the sprint itself stays focused. That can take the form of a defined follow-on engagement or ongoing advisory support, which provides senior perspective and implementation accountability after the strategy is agreed.
We are a large or multi-division organisation. Does the sprint still apply?
Yes. For larger or multi-division organisations the scope, stakeholder plan and fee are shaped through a tailored proposal, so the engagement stays realistic while still producing a limited set of priorities that can actually be delivered.
Ready to turn your evidence into a strategy?
Share your organisation, your principal retention challenge and the evidence you hold, and Ruth will come back to you with a recommended approach.