{"product_id":"year-1-retention-amp-performance-plan-months-4-12-sector-tuned","title":"Year-1 Retention \u0026amp; Performance Plan — Months 4–12 + 5 Free Bonuses ($73 Value)","description":"\u003ch2\u003eThe 9 months no one writes a playbook for.\u003c\/h2\u003e\n\u003cp\u003eOnboarding ends at day 90. Your hire is \"ramped.\" Your retention investment seemingly ends. This is exactly when the second-most-common departure window starts: months 6–12, when the role has lost novelty and the next opportunity feels enticing. The Year-1 Retention Plan is the playbook for the stretch you're not currently running.\u003c\/p\u003e\n\u003chr\u003e\n\u003ch3\u003eWhat you get:\u003c\/h3\u003e\n\u003cul\u003e\n\u003cli\u003e10 sectors: Executive · Software Engineering · Healthcare · Education · Marketing · Finance · Sales · Design · Legal · General\/Operations\u003c\/li\u003e\n\u003cli\u003eMonth-by-month milestones for months 4–12\u003c\/li\u003e\n\u003cli\u003eQuarterly 1-on-1 templates with deepening questions\u003c\/li\u003e\n\u003cli\u003eFirst stretch-project framework: when to assign, how to scope, how to debrief\u003c\/li\u003e\n\u003cli\u003eFirst annual review prep starting month 9\u003c\/li\u003e\n\u003cli\u003eFirst salary\/comp review framework\u003c\/li\u003e\n\u003cli\u003e\"Stay interview\" templates — catches retention risk before it becomes a resignation\u003c\/li\u003e\n\u003cli\u003eCross-functional exposure plan\u003c\/li\u003e\n\u003cli\u003eEngagement red-flag indicators\u003c\/li\u003e\n\u003cli\u003eManager skill-up content for newly-tenured directs\u003c\/li\u003e\n\u003cli\u003eEditable Word + PDF formats\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003chr\u003e\n\u003ch3\u003eHow it works in real life:\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003eUse Case 1 — The Stretch Project.\u003c\/strong\u003e Month 5. Your hire mastered the basics. They need a stretch — too much and they panic, too little and they get bored. Framework guides scope, support level, and debrief structure.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eUse Case 2 — The \"Stay Interview\" That Saved Them.\u003c\/strong\u003e Month 7. Quarterly 1-on-1 with stay-interview questions surfaces that they're feeling boxed into IC track. You discuss management track. They stay another 4 years instead of leaving in month 9.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eUse Case 3 — The First Comp Review.\u003c\/strong\u003e Month 11. They're due for a salary discussion. Framework: market data check, tenure-adjusted band, internal equity check, conversation script. You go in calibrated, they leave feeling valued.\u003c\/p\u003e\n\u003chr\u003e\n\u003ch3\u003eWhy it pays for itself in week one:\u003c\/h3\u003e\n\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eYear-1 retention:\u003c\/strong\u003e Industry data shows ~30% of new hires leave within 12 months. Structured year-1 management cuts that significantly. \u003cem\u003eOne avoided departure returns this product 100x.\u003c\/em\u003e\n\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eReplacement cost:\u003c\/strong\u003e Replacing a year-1 hire costs 50–200% of their annual salary in time, recruiting, ramp.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eCultural compounding:\u003c\/strong\u003e Hires who stay become referral sources. Hires who leave become Glassdoor reviewers.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003chr\u003e\n\u003ch3\u003e🎁 Free Bonuses Included (substantial added value):\u003c\/h3\u003e\n\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eStay Interview Question Library\u003c\/strong\u003e — questions that surface retention risk early ($11.99 value)\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe Quarterly 1-on-1 Conversation Guide\u003c\/strong\u003e — anchored questions per quarter ($14.99 value)\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eStretch Project Scoping Template\u003c\/strong\u003e — match challenge to growth stage ($11.99 value)\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003e\"First Comp Review\" Decision Tree\u003c\/strong\u003e — frame the conversation, hold the line ($14.99 value)\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003e\"Hiring Manager's First 7 Weeks\" Email Course\u003c\/strong\u003e — 7 emails, automated ($19.99 value)\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003chr\u003e\n\u003ch3\u003ePricing:\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003e$29.99 per sector\u003c\/strong\u003e or \u003cstrong\u003e$209.99 for all 10 sectors\u003c\/strong\u003e (save $89.91).\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eFirst-purchase value (single sector): $103.94\u003c\/strong\u003e ($29.99 plan + $73.95 in bonuses delivered immediately).\u003c\/p\u003e\n\u003chr\u003e\n\u003ch3\u003eWho it's for:\u003c\/h3\u003e\n\u003cp\u003eManagers whose retention drops at month 9. Founders watching ramped hires quietly disengage. Anyone who's been told \"we onboarded them well, but they left in month 11.\"\u003c\/p\u003e\n\u003chr\u003e\n\u003cp\u003e\u003cstrong\u003eLicense:\u003c\/strong\u003e Single-business commercial use. May not be resold, redistributed, or used as a base for derivative templates sold elsewhere. Covers internal hiring use within one business entity.\u003c\/p\u003e","brand":"DigitalA.I.","offers":[{"title":"Default Title","offer_id":44582682853511,"sku":"HM-RETAIN-YR1","price":29.99,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0739\/1356\/5319\/files\/1KKtpLAlgMWD9l10zsJJe8PTZ0jp3dqkJ.png?v=1780536112","url":"https:\/\/digitalai.store\/products\/year-1-retention-amp-performance-plan-months-4-12-sector-tuned","provider":"DigitalA.I.","version":"1.0","type":"link"}