Secure your spot to learn how ServiceNow® Talent Development can help State and Local government agencies facing high-turnover roles transform the employee experience and substantially reduce attrition.

Especially in high-stakes environments, our communities depend on a professional, trained, and motivated workforce to serve and protect. However, many departments providing critical community services in these areas face unprecedented workforce challenges.

Frequently, roles that call on workers to directly serve the public, maintain order, and administer justice can be physically and emotionally challenging. Departments of Corrections, Human Services, Law Enforcement, and other public sector organizations with high-stress work environments struggle with 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 created a talent retention crisis across our country for jurisdictions of all sizes and levels of government.

This webinar explores how ServiceNow Talent Development can help your agency address these seemingly intractable challenges while working within common government budgetary and resource constraints.

The program will feature practical implementation strategies and success stories from agencies that have transformed their employee experience through our comprehensive offering. Learn how peer government agencies have reduced first-year attrition by implementing these strategies. Our speakers will share actionable frameworks that can help your organization build a more resilient workforce while improving service delivery to the communities you serve.

Join us to discover how your organization can:

• 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.