Retention Score
0
/ 100
0 / 20 answered
Rate your program honestly
For each statement, rate how true it is of your program right now — not how you’d like it to be.
1 Almost never true / strongly disagree
2 Rarely true
3 Sometimes true
4 Usually true
5 Almost always true / strongly agree
1. Role Clarity
— / 20
Q1
Staff have a clear, written description of what their role involves and how success is measured.
Q2
When someone joins our team, they know within their first month exactly what is expected of them.
Q3
Staff understand how their individual work connects to the program’s broader goals and values.
Q4
When role expectations change, we communicate those changes clearly and in advance.
2. Supervision and Support
— / 20
Q5
Staff receive regular, structured one-on-one time with their direct supervisor.
Q6
Feedback in our program is honest, specific, and given in a way people can act on.
Q7
When staff raise a concern or problem, they feel heard and get a meaningful response.
Q8
Leaders in our program model the professional conduct and values we expect from everyone.
3. Workload and Sustainability
— / 20
Q9
Staffing ratios and scheduling allow people to do their jobs well without being consistently stretched.
Q10
Administrative requirements — documentation, reporting, compliance — are proportionate and manageable.
Q11
Staff have adequate time to prepare, debrief, and engage in professional learning during working hours.
Q12
When workload becomes unsustainable, there is a clear process for raising it and getting relief.
4. Belonging and Culture
— / 20
Q13
Staff feel like they belong in this program — not just tolerated, but genuinely included.
Q14
Disagreements and tensions are addressed directly rather than left to fester or work around.
Q15
The culture of our program is one where people feel safe to take risks, make mistakes, and learn.
Q16
Diversity — in background, perspective, and approach — is genuinely valued in how we work together.
5. Growth and Future
— / 20
Q17
Staff can see a realistic pathway for professional growth within or connected to our program.
Q18
Our program invests meaningfully in the professional development of its people.
Q19
Staff understand where the program is headed and feel like they are part of building it.
Q20
If I am honest, I believe most of our staff intend to still be here in two years.
Your Retention Risk Score
—
Complete all 20 questions to see your full results.
High Risk — Structural Friction
The conditions driving turnover in your program are structural. They will not improve on their own and will not be solved by hiring campaigns, recognition programs, or perks. The lowest-scoring sections are where people are quietly deciding to leave.
Elevated Risk — Friction Accumulating
You have the foundation of a retentive program, but friction is accumulating in specific areas. Left unaddressed, these gaps compound. Staff who are on the edge will eventually land somewhere else.
Moderate — Functional but Fragile
Your program retains people reasonably well but is one difficult year away from a retention crisis. A leadership transition, funding shift, or run of hard incidents could tip the balance. Strengthen your weakest areas now, while you have breathing room.
Strong Foundation — Retention Conditions are Good
You are building the kind of program people stay in. The risk at this level is complacency — conditions that are not actively maintained tend to erode. Keep investing in the areas that got you here.