Military Retention rates – why join and who stays


  • What drives retention rates in military regular army and reservist units
  • Significant changes to funding and structure of armed forces – blurring of regular and reservists definitions
  • Increased use of reservists in active service and readiness for that
  • Skills gained vs expectations
  • Increased movement of regular army “surplus” into reservists posts
  • Maintaining the link between full time soldier and part time reservists key attributes – skill, fitness , team bond and purpose
  • Impact of Brexit and purchasing/equipment decisions
  • Change to warfare tactics over time and how to adjust strategy and preparedness


  • Develop a survey to assess current reservists expectations, limitations and ambitions
  • Clarify the communication and connection between regular army and reservists fit for deployment criteria
  • Develop individual performance plans [ one unit initially] to assess readiness vs established criteria


  • Using social media tools put in place a feedback mechanism based on net promotor score methodology
  • Assess anonymous replies to establish patterns and gaps
  • Bring together practical blocks to performance improvement vs procedural
  • Present to senior officers outcomes with a view to creating action plans per unit
  • If successful , roll out to other units


  • Efficient , re usable information gathering process to ensure part time military are aligned where contact and communications can be difficult be merit of the reservist structure
  • Create a “contribution” hub for ideas and consistent messaging
  • Bring closer reservist and regular army desired outcomes and standard of performance required for deployment
Back to top