Better Ways to Predict Who’s Going to Quit Brooks BHoltomDavid Allen High Performance Teams • Leadership • Uncategorized
Companies know that employee turnover is expensive and disruptive. And they know that retaining their best and brightest employees helps them not only save money but also preserve competitive advantages and protect intellectual capital.
Most retention efforts, however, rely on two retrospective tools. First, exit interviews are conducted to better understand why people chose to leave, though by this point, it is usually too late to keep them. Second, annual employee surveys are used to assess engagement. These survey results are later compared to people who left the organization, in the hopes that they will yield any relevant predictors of departures. The problem is that these data don’t give managers a real-time picture of who might be considering leaving. Click here for full article.
