Year-1 Retention & Performance Plan — Months 4–12 + 5 Free Bonuses ($73 Value)

The 9 months no one writes a playbook for.

Onboarding 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.

What you get:

• 10 sectors: Executive · Software Engineering · Healthcare · Education · Marketing · Finance · Sales · Design · Legal · General/Operations
• Month-by-month milestones for months 4–12
• Quarterly 1-on-1 templates with deepening questions
• First stretch-project framework: when to assign, how to scope, how to debrief
• First annual review prep starting month 9
• First salary/comp review framework
• "Stay interview" templates — catches retention risk before it becomes a resignation
• Cross-functional exposure plan
• Engagement red-flag indicators
• Manager skill-up content for newly-tenured directs
• Editable Word + PDF formats

How it works in real life:

Use Case 1 — The Stretch Project. 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.

Use Case 2 — The "Stay Interview" That Saved Them. 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.

Use Case 3 — The First Comp Review. 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.

Why it pays for itself in week one:

• Year-1 retention: Industry data shows ~30% of new hires leave within 12 months. Structured year-1 management cuts that significantly. One avoided departure returns this product 100x.
• Replacement cost: Replacing a year-1 hire costs 50–200% of their annual salary in time, recruiting, ramp.
• Cultural compounding: Hires who stay become referral sources. Hires who leave become Glassdoor reviewers.

🎁 Free Bonuses Included (substantial added value):

• Stay Interview Question Library — questions that surface retention risk early ($11.99 value)
• The Quarterly 1-on-1 Conversation Guide — anchored questions per quarter ($14.99 value)
• Stretch Project Scoping Template — match challenge to growth stage ($11.99 value)
• "First Comp Review" Decision Tree — frame the conversation, hold the line ($14.99 value)
• "Hiring Manager's First 7 Weeks" Email Course — 7 emails, automated ($19.99 value)

Pricing:

$29.99 per sector or $209.99 for all 10 sectors (save $89.91).

First-purchase value (single sector): $103.94 ($29.99 plan + $73.95 in bonuses delivered immediately).

Who it's for:

Managers 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."

License: 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.