In our experience, there are short and long term remedies for unwanted employee turnover. This Whitepaper explores 5 of these remedies.
Most organisations do not have data on why employees are leaving and the top contributing factors. Therefore, they don’t know how to remedy the situation and nothing changes. In a world where data is increasingly relied upon to make investment decisions, the simplest and easiest first step to slowing employee turnover, is by extracting and presenting factual data. This data can then be provided to the management team and used to justify investment in tools, education, programs, etc.
After reviewing exit data from a large number of organisations, our research shows that one of the top 5 reasons why employees leave organisations is “they did not consider my career, so I left”. Career conversations are critical to addressing unwanted turnover. It is almost always the high performing, high potential employees who leave for career reasons. They are the employees who have career aspirations and goals - exactly the people you don’t want to lose.
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