Why Do People Leave?

You have the data in your systems to get a significant, data-driven understanding of why people leave. We’ve got the tools, technology, and experience to help. We start with a comprehensive root cause analysis. We’ll look through all of your HR data from all of your HR systems, combine it with proprietary and public labor data, and report back to you with every possible data point that we find correlates to employee turnover.

What Are The Key Inflection Points?

It’s one thing to understand why employees leave. It’s another altogether to understand critical “breaking points”. For example, higher pay is almost universally known to promote retention. You don’t need a consultant to tell you that. However, what’s even more important, is understanding where the “cliffs” are. Is there a certain point where an employee is paid so poorly vs. market that their turnover risk jumps multi-fold? Is there a breaking point for employee over-work or under-work? We’ll uncover these inflection points exist and provide a full report back to you.

What Does Turnover Cost Us?

There are a lot of “rules of thumb” around cost of turnover. In our experience there are two problems there. Problem one: every organization is different, and applying a generalized rule to your organization is closer to guessing than science. Problem two: when you’re asking for resources for an initiative, “rules of thumb” don’t usually cut it. We’ll do an exhaustive analysis on cost of turnover, considering every data point, every operational metric, and every revenue and cost tied to an employee. At the end we’ll deliver you a guide that shows the 3, 12, and 24 month costs of turnover for key positions at every employee tenure.

What Can We Do About It?

From here, the next step is to build a data-driven “playbook” showing you what options are available to you to mitigate risk. What does the data show us will happen if we make compensation changes? Increase learning and development? Promote key employees? Change benefits or employee status? We’ll analyze your data and give you a list of possible actions to take to reduce turnover, and what the expected retention gain will be.

What’s the ROI?

And finally, the question that you’ll almost certainly be asked, the inevitable ROI question. Great news; we’ve already uncovered costs of turnover, and we’ve already built you a playbook on retention strategies and the expected turnover reduction. The final piece is simply putting these together. The final product will show you a full list of mitigation options, expected retention gain, and ROI based on the projected reduction in cost of employee turnover. Now when you walk into the boardroom to pitch your workforce strategy, you’ve got unimpeachable data supporting your proposals.