Using data to save talent

In today’s competitive job market, it can be difficult to watch employees walk out the door.

Turnover is a natural and inevitable thing for every organization. However, it becomes painful when your top performers leave, especially when it’s hard to find new talent to join your organization.

Unfortunately, in this economic climate, this is reality for a lot of organizations.

A lot of organizations accept this situation without thinking about the possibilities that lie in the data that they have available.

You don’t have to passively accept high turnover rates. Different (easily calculated) metrics can be used to predict turnover.

This sounds very advanced but it’s much more doable than it seems.

Your data holds the key to understanding—and even preventing—employee departures.

Predicting Turnover: Metrics That Matter

There are certain metrics and trends that clearly signal potential turnover risks. Gathering and combining this data will give you the tools to handle your turnover problems.

Here are three key metrics that can help you predict turnover:

Absenteeism
If someone starts calling in sick more often, it could be a sign they’re feeling disengaged or unhappy at work. High absenteeism often signals trouble.

Engagement scores
Low engagement scores from surveys are another big red flag. They show that an employee might be feeling disconnected from their job or the company.

Workload/Worked hours
Is someone putting in way too many hours? They could be burning out. On the flip side, if someone’s workload suddenly drops, they might feel underappreciated or unchallenged.

Combining Metrics to Flag Risks

By integrating these metrics into a turnover dashboard, you can create a centralized view of potential risks across your organization. For example:

1. Assign risk scores based on thresholds for absenteeism, engagement, and workload.

2. Flag employees who meet multiple risk criteria.

3. Regularly update and review the dashboard to track trends over time.

This data-driven approach enables HR to intervene with personalized strategies before it’s too late.
Once you've identified employees at risk of leaving, the next step is to act. Retention strategies don’t have to be complicated—sometimes, small changes can make a big difference.

Quick Wins for Organizations

• Conduct Stay Interviews: Instead of only focusing in Exit interviews, start proactively asking employees what keeps them engaged and what improvements they’d like to see.

• Offer Development Opportunities: Invest in upskilling and career progression to show employees they have a future in your organization.

• Balance Workloads: Address overwork or underutilization by reallocating tasks or providing additional support.
  Recognize and Reward Contributions: A little recognition can go a long way in making employees feel valued.

Final thoughts

Turnover will always be part of organizational life, but losing your best talent doesn’t have to be. By using People Analytics to predict risks and implementing targeted retention strategies, you can stay ahead of the curve and create a workplace where top performers thrive.

Don’t just watch your talent walk out the door—use your data to save them before it’s too late.