Reducing Attrition & Transforming Employee Experience in High-Turnover Roles at Government Agencies

ServiceNow� Talent Development is helping State and Local government agencies facing high-turnover roles transform the employee experience and substantially reduce attrition.

Especially in high-stakes environments, our communities rely on a professional, trained, and motivated workforce to serve and protect. However, many departments that provide critical community services continue to face unprecedented workforce challenges.

Roles that call on workers to directly serve the public, maintain order, and administer justice can be physically and emotionally demanding. Departments of Corrections, Human Services, Law Enforcement, and other public sector organizations with high-stress work environments often experience high turnover rates that directly impact service delivery and mission effectiveness. The demanding nature of these public safety and social welfare roles—compounded by staffing shortages, complex onboarding processes, and limited career development resources—has contributed to a talent retention crisis across the country, affecting jurisdictions of all sizes and levels of government.

This webinar explored how ServiceNow Talent Development can help agencies address these persistent challenges while operating within common government budgetary and resource constraints.

The program featured practical implementation strategies and success stories from agencies that have transformed their employee experience through our comprehensive offering. Attendees learned how peer government agencies have reduced first-year attrition by implementing these strategies. Speakers shared actionable frameworks to help organizations build more resilient workforces while improving service delivery to the communities they serve.

Key takeaways from the session included how to:

• Streamline and personalize the new hire journey to quickly motivate and engage your employees with your agency's powerful mission.
• Implement structured mentorship and support systems during the critical first months of employment.
• Create clear career pathways that help employees visualize long-term stability and/or growth within your organization.
• Equip managers with digital tools to identify early warning signs of burnout and disengagement.
• Facilitate career mobility options for workers so that you can retain their dedicated service and institutional knowledge when their current role is not optimal.