MLW Certification ROI: Case Studies from ATD & MINT Dentistry
5 min. read.
While profitability remains essential, employee experience and retention directly influence long-term performance. But how can organizations measure the impact of culture and engagement? This is a well-known and accepted fact, but the question remains: how do we measure this satisfaction? It is, after all, an intangible asset of a company.
This measurement and the measurement of value it generates is where Certification ROI steps in. It has the capability of turning work culture into quantifiable, tangible outcomes.
In this article, we will take a closer look at case studies, analyzing workplace metrics with their help. We will look closer at ATD and MINT dentistry in particular, showing how MLW certification improved employee retention and employer branding at the same time. We will also look at some formulae that are often used to model the ROI of employee satisfaction.
ATD’s Retention Transformation
American Tire Distributors (ATD) earned a spot on America’s Most Loved Workplaces in 2023, and again in 2022. This recognition reflected ATD’s broader strategy to improve retention and workplace satisfaction. It showed that the company’s focus was on change that matters for retention.
ATD’s leadership used MLW analytics to identify weaknesses in manager support and colleague connection. Then they launched focused development programs. After certification, they tracked retention among tenure bands.
They reported a decline in voluntary turnover. That drop lowers recruitment cost and boosts performance.
MLW analytics enable organizations to monitor and improve retention metrics over time.
MINT Dentistry’s Employer Brand Uplift
MINT Dentistry climbed from #100 to #36 on America’s Top Most Loved Workplaces list in a single year. The improvement in ranking signaled measurable progress in culture and brand visibility. This, in turn, led to better leadership initiatives as well as a focus on employee wellbeing.
As ranking moved up, MINT highlighted certification in recruitment ads, career page messaging, and social media. They captured metrics like the number of applications, candidate acceptance rates, and employer brand reach.
As a result, MINT Dentistry reported improved candidate quality and increased application volume.
Measuring Certification ROI with Simple Formulas
You can model ROI using three key formulas.
First, calculate retention ROI:
ROI = (Reduction in turnover cost) / Certification cost
Next, consider branding ROI:
Recruitment ROI = (Increase in qualified applicants × average cost-per-hire savings) / Certification cost
Finally, total ROI mixes both:
Total ROI = (Retention savings + Recruitment savings) / Certification cost.
These formulas serve as directional tools. Collaborate with finance to model accurate ROI using internal data.
Research estimates turnover expenses run between 30% and 150% of annual salary. Multiply that loss by the reduction in turnover rate. For example, if an employee’s average salary is $60,000, and you reduce turnover by 5% among 200 employees, annual retention savings may exceed $600,000. Then, calculate Certification ROI by dividing that savings by the certification cost.
For branding, it is recommended that you use Recruitment ROI, as shown by formula 2 above. Multiply the increase in qualified applications by cost-per-hire savings. Research data shows strong employer brands reduce cost-per-hire by up to 50%. If your cost-per-hire drops from $5,000 to $2,500 and you hire 40 people, that’s $100,000 saved.
Finally, as per formula 3, you combine results into Total ROI by adding Retention Savings and Recruitment Savings, then dividing by certification cost.
Financial Impact of Employee Retention
Turnover carries both seen and hidden costs. Replacing employees often includes hiring, onboarding, lost productivity, and replacement wages. Experts estimate those expenses range from 30% to 200% of annual salary.
For mid-level roles, this could mean $18,000 to $120,000 per departure. That adds up fast. Especially in growing teams. Plus, low retention harms customer experience, operational efficiency, and morale. That’s why modeling retention savings as part of Certification ROI matters.
In addition, reduced turnover stabilizes team performance. When certified leaders use MLW tools to improve retention, they protect earnings, reduce recruitment burden, and lift engagement, all core to the ROI story.
If you’d like to use internal employee data to quantify retention ROI, our MLW key strategies can help.
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Employer Branding as a Revenue Lever
A strong employer brand delivers measurable recruitment benefits. LinkedIn and Harver research show cost-per-hire drops by up to 50%, time-to-fill halves, and application quality improves markedly.
That matters because high-quality new hires begin contributing faster and drive revenue sooner. In one case, reducing time-to-fill by four days saved $6,000 per hire.
Modeling ROI from these savings helps employers make smarter decisions. For instance, saving $6,000 for 50 roles equals $300,000 in recruitment efficiency, money you can reinvest.
Want to benchmark branding impact with real data? MLW certification provides asset usage insights, campaign tracking, and metrics to support this ROI path.
Platform Insights: Tracking Metrics Over Time
MLW’s proprietary platform tracks metrics like retention, engagement, and sentiment over time. It surfaces patterns and predicts risk.
ATD used this tool to monitor turnover across tenure and department. MINT used it to track engagement spikes that followed their culture programs. These insights let leaders take timely action, whether adjusting managers or stepping up communication.
These tools allow companies to validate ROI through consistent, trend-based reporting. You get trend lines, alerts, and benchmarking against peer companies. Curious to see how it works?
The Case for Certification
Why invest in certification over other initiatives? The MLW certification bundles brand, insight, and culture into one rigorous, research-backed package.
As over 1.4 million employee voices confirm, MLW certification correlates with improved retention and workplace metrics. Those outcomes are backed by real-world data and driven by analytics validated by BPI and the Love of Workplace Index™.
That makes certification a strategic choice, not a checkbox. It aligns culture, brand, and metrics into a connected, high-return platform.
If you’re considering this route, MLW offers free benchmarking and ROI scoping calls.
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Implementing ROI-Focused Certification
To unlock Certification ROI, you must integrate MLW data into leadership rhythms. That means monthly reviews that track turnover trends, brand metrics, applicant quality, and sentiment scores.
It requires alignment between HR, finance, and leadership. You’ll need regular reporting so managers see the coefficients between certification and results. That transparency makes engagement sustainable.
MLW platform includes dashboard tools and exportable reports that support this integration. You can demo these features and find out how to use them after certification. View more.
Certification is most effective when paired with consistent measurement and cross-functional alignment. But that transformation only yields ROI if you intend it. ATD and MINT Dentistry show what’s possible, real, sustained gains in retention and brand value.
Use the formulas, tools, and analytics we’ve discussed to model your own ROI. And anchor it in cross-functional leadership, so culture and business outcomes align.
If you’re ready to explore how MLW certification can transform your workplace metrics, submit your application here.
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Louis Carter is the founder and CEO of Best Practice Institute, Most Loved Workplace, and Results-Based Culture. Author of In Great Company, Change Champions Field Guide, and Best Practices in Talent Management, as well as a series of Leadership Development books. He is a trusted strategic advisor and coach to CEOs, CHROs, and leaders of mid-sized to F500 companies – enabling change and steering employer brand development together with highly effective teams, leaders, and organizations as a whole.
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