Employee turnover and retention: see what makes the difference
By Frank Basile
Voice Project clients can explore the data from their employee engagement surveys to identify which teams or demographic groups of staff are at risk of turnover. Our ‘intention to stay’ measure provides a lead indicator, enabling turnover risks to be identified and addressed in time to improve employee retention.
Explore intention to stay
Navigate to your engagement survey results in Voice portal.
Click on the Question Weather Map tab.
Click the three dots icon on the right and select ‘settings’.
From the Select Questions dropdown, choose the question “I would like to still be working in this organisation in two years”.
Use the Demographic Question dropdown to switch between departments, teams and general demographics to pinpoint groups that are at risk of high turnover.
Which factors have the most impact?
Using the Priority Matrix widget, Voice Project clients can also explore the most important factors impacting on their employee’s commitment and intention to stay at their organisation. By narrowing the focus, clients can pinpoint which practices to prioritise to improve employee commitment and retention.
Navigate to your engagement survey results in Voice portal.
Click on the Priority Matrix tab.
Click the three dots icon on the right and select ‘settings’.
Untick all outcomes so that only Engagement is ticked (noting that Engagement is a measure of employee commitment, satisfaction and intention to stay). The Priority Matrix will then update in real time.
*Note: This view can be explored at the organisational level, or at a work unit level (where the work unit has 30+ survey responses).
In the example organisation shown below, ‘career opportunities’ (i.e. the extent to which their organisation invests time and effort on skill development and career planning) has the highest impact on staff Engagement, yet it is the lowest scoring category in the survey. Given this large gap between impact and performance, investing in career opportunities is more likely (than anything else measured in the survey) to lead to improved staff retention, satisfaction and commitment.
Taking a closer look at why staff leave
Clients can also consider using exit surveys to take a more fine-grained approach to understanding why staff leave their organisation, and to understand if there was anything that would have encouraged them to stay. For more information, reach out to a Voice Project consultant or make a query via the website.
Voice Project provides research-backed surveys that measure employee engagement, leadership capability and customer satisfaction. These state-of-the-art surveys help organisations get the best feedback to drive positive change. Voice Project works with organisations across the not-for profit, private and public sectors. Get in touch.