Understand how to predict employee attrition in your company using the following analysis ideas.

How to Conduct Employee Attrition Analysis

Employee attrition is the unexpected or unpredictable reduction in workforce due to employee turnover. Your best employee can leave anytime, and it is normal. Most of the larger organization such as Banks, health sectors, etc. are experiencing high attrition rate. However, as the HR, you can predict the causes of attrition in your company. By being able to predict the attrition risk in your business, you will take the necessary and useful steps to keep your loyal employees engaged, happy and reduced the rate of turnover.


A manager equipped with employee attrition analytics can identify signs that show that a particular staff is dissatisfied with the current status at the workplace. Then, you will be able to prevent attrition from happening.

Items considered in Employee Attrition Analytics

Organisation

  • Goals- whether the objective of the organization clear to the employee.
  • Training- check if the organization is giving the right training to the employees.
  • Tools- the available software to the staffs.
  • Engagement- high rate of attrition shown if employees are not engaged.
  • Commuting-transportation policy of a firm.

Opportunities

  • Promotions- employee attrition analytics indicates that employee will leave if there is no chance to be promoted.
  • Development- if no success of development within the organization, attrition may occur.
  • Career Guide- an organization that pays little or no attention to personal employee career may suffer high attrition rate.
  • Responsibilities- the roles given to the employee in the firm.
  • Competition- staff may opt out to another competing company.

administration

  • Communication- feedback and comments channels
  • Policy- the work culture.
  • Appreciation- lack of recognition and harassment.
  • Action plan- how the firm deals with complaints.
  • Isolation- discrimination at task delegation.

Personal

  • Marriage- employee may marry and relocate.
  • Education- the level of teaching.
  • A family- employee may relocate to get nearer to the family.
  • Health- medical reasons may lead to attrition.

Facilities

  • Workplace- the condition at the workplace may be a factor.
  • Shifts and flexibility- the timing of changes.
  • Happy hours- lunch, tea breaks.
  • Canteens-nearby canteens
  • Transport- work bus or vehicle.

Other items

  • Age- the age of the employee can tell when you expect an employee to leave.
  • Gender- sex of the employee can be a predicting factor of attrition.
  • Compensation – the amount of money given to the employee as the benefits.
  • Reputation- the company’s reputation.
  • Job security- risk associated with a job position in a company.