Reduce Staff Turnover in 60 Days (without Overcomplicating it)
If you wanted to start losing weight in 60 days, I guarantee you a dietitian could help you start getting results in that timeframe. If you wanted to gain muscle mass in 60 days—totally doable, just get coaching from a personal trainer and get started.
Reducing staff turnover in 60 days? It works the same. While you’re not going to solve everything in 60 days, you can start seeing results—much faster than you might expect—when you take the right steps to get there.
I’m not just talking about short-sighted “quick fixes.” But I am talking about quick wins that start to move the needle in the right direction. Don’t be deceived by the simplicity of these strategies. Try them at your organization and see what happens.
Step 1: Find One Fixable Pain Point and Solve It
Turnover isn’t usually about one big thing—it’s about a series of small frustrations that pile up until someone decides “This isn’t worth it.”
Instead of guessing why people are leaving, ask them one simple question:
👉 “What’s one thing that would make your job easier tomorrow?”
Real-World Example: At one IDD provider, a group of DSPs were about to quit due to a discrepancy between how the PTO policy was meant to be implemented vs. how it actually was being implemented (note: it was not favorable for the employees). The fix was so easy—but for months it had been neglected. Thankfully, once made aware of this concern, the provider made sure the DSPs could take their PTO more easily. Instead of staging a revolt, these DSPs stayed with this company—none of them left!
📌 Another approach: Create a 15-minute listening session where managers meet with small groups of DSPs and ask:
“What’s one thing we could improve that would make your day smoother?”
“If you could change one policy, what would it be?”
You won’t be able to fix everything, but commit to solving one issue in the next 60 days. Employees don’t expect perfection, but they do expect you to listen.
Step 2: Make Onboarding a Team Effort
Onboarding isn’t about how much information you give new hires—it’s about how supported they feel in their first few weeks. One of the easiest ways to lower turnover? Pair new employees with someone who can show them the ropes.
Try this: Instead of a traditional job shadowing program, introduce a Reverse Job Shadowing system where, after new DSPs watch their peer mentor for a week or two, then their peer mentor watches them for a week—and provides valuable feedback. (Shoutout: I first learned about this approach when interviewing leaders from Vocational Training Center in Fargo, ND.)
💡 Why this works: People learn more by doing, rather than just watching someone else do it. Plus, experienced DSPs can help new hires navigate unwritten rules (like how to handle a tough resident situation or where to find supplies).
Bonus Tip: Flip the script and do a "Week 3 Mentor Check-In"—where the experienced DSP asks the new hire:
"What’s something that still feels confusing?"
"What do you wish we had covered on Day 1?"
A study from SHRM found that new employees are 69% more likely to stay with a company for three years if they had a positive onboarding experience. Investing in just one structured peer connection can make a major impact.
Step 3: Give Supervisors a Simple Weekly Engagement Checklist
Great leadership is the biggest factor in retention. But many frontline supervisors don’t feel like they have the time—or the tools—to build real relationships with their teams. That’s where a simple weekly checklist comes in.
The Supervisor Touchpoint Checklist
✅ Follow up on one DSP concern from last week. (Even if there’s no solution yet, show that you remember.)
✅ Acknowledge someone’s great work—not just a “good job” but calling out something specific they did well.
✅ Ask one open-ended question: "How’s work been going for you?" or "What’s something I could help with?"
These checklists aren’t about adding more work—they’re about making sure supervisors focus on the right work to keep employees engaged.
The 60-Day Challenge: Pick One & Take Action
You don’t have to overhaul your entire retention strategy overnight. But you can make real progress in 60 days.
1️⃣ Fix one small but meaningful pain point.
2️⃣ Strengthen onboarding by making it more hands-on.
3️⃣ Get supervisors to engage intentionally every week.
👉 Which of these can you start TODAY? Tell your leadership team, set a timeline, and commit to testing it for 60 days. You might be surprised at the difference it makes.
