Our founder Dick Finnegan is THE Turnover Expert and THE Stay Interview Expert who invented Finnegan’s Arrow, a business-driven approach that improves employee retention and engagement.

• We have historically helped clients cut turnover by 30% and more in just one year. See our results.
• We’ve built our reputation on Stay Interviews but Finnegan’s Arrow notes that dollars, goals, forecasts and accountability must surround them.
• The number one reason employees stay versus leave, and engage versus disengage, is how much they trust their boss.  So in our approach, the one-on-one Stay Interview conversation must always be conducted by the employee’s leader as the key purpose of the Stay Interview is to enable leaders to build trust with their employees. If Human Resources or anyone else does the Stay Interview, the leader is not building trust and therefore not cutting turnover nor improving engagement.
• Our clients implement Stay Interviews in a cascaded approach so mid-level leaders have their first Stay Interview as an employee, recognizing that each leader must become engaged first before engaging and retaining her team.

Our five Stay Interview questions have been developed to measure what is most important to each individual employee to increase the length of time they will stay with the organization, as well as improve their engagement and productivity. Dick Finnegan, THE Stay Interview Expert and Turnover Expert, invented these questions based on research, and they have been proven to lead to turnover reductions of 30% and more. These questions are the most important and only Stay Interview questions that should be asked, and asked every time. Good leaders listen to the answers to these questions and then probe to learn more…all to identify and solve each employee’s individual concerns in order to build trust.

We take an analytical approach by studying all components of your turnover data to target where to focus first on reducing turnover the fastest. One consistent finding is when employees leave tells us more information than exit interview results that supposedly indicate why employees leave, so turnover by length of service is just one of several critical turnover metrics.

Our comprehensive solution is based on these books by founder Dick Finnegan.

We have a talented and seasoned leadership team.