Part 2: The Year-End Retention Toolkit

Axiom Coaching

5 days ago

3 min read

Templates for running the six moves. Copy them, adapt them, and use them this week.

This toolkit turns the Year-End Engagement & Retention Playbook into action. It includes a retention risk map, a stay conversation script, recognition note starters, a six-week calendar, and a January check-in checklist. Each tool takes less than 30 minutes to put to work.

Tool 1: How Do You Build a Retention Risk Map?

List each direct report. Rate impact and risk as High, Medium, or Low, note the signals you have seen, and commit to one action with a date.

Name	Impact if they left	Risk they leave	Signals noticed	Action + date

High impact, high risk: stay conversation this week.
High impact, lower risk: recognize specifically and confirm their path for next year.
Lower impact, high risk: clarify expectations and coach, or plan coverage.

Tool 2: What Should You Ask in a Stay Conversation?

Hold it one-on-one, 20 to 30 minutes, with no performance agenda. Listen more than you talk.

What part of your work do you look forward to most?
What keeps you here?
What frustrates you most about your role right now?
If you ever decided to leave, what would most likely be the reason?
What do you want to learn or take on next year?
What is one thing I could do differently as your leader?

THE AXIOM PERSPECTIVE

Close every stay conversation the same way: "Thank you. I am going to follow up on [one specific item] by [date]." Then put that date on your calendar before you leave the room.

Tool 3: How Do You Write Recognition That Sticks?

Name the action, the impact, and the person. Three starters:

Impact: "[Name], when you [specific action] this year, it led to [result]. That made a real difference for [team or client]."
Growth: "I watched you grow in [skill] this year, especially when [moment]. I want to build on that with you next year."
Values: "The way you handled [situation] is exactly what we mean by [value]. Thank you for setting that standard."

Tool 4: What Does the Six-Week Year-End Calendar Look Like?

Week	Focus	Leader actions
Week 1	Map	Build your retention map. Schedule stay conversations, starting with high-impact, high-risk employees.
Week 2	Listen	Hold stay conversations. Capture one follow-up commitment for each person.
Week 3	Recognize	Send at least three specific recognition notes. Start delivering on follow-up commitments.
Week 4	Clarify	Share next-year priorities, growth paths, and how pay decisions are made.
Week 5	Protect	Audit December workload. Cut or move one nonessential deliverable. Confirm time off is taken.
Week 6	Commit	Schedule January check-ins. Close out every follow-up commitment you made.