using survey data to predict staff turnover
DESCRIPTION
Leavers' surveys tell us why people decide to leave their job but they seldom tell us much about the journey that led to that decision. Can we use employee engagement surveys to track that journey, profile leavers and predict staff turnover? This paper, based on a study of 4,000 leavers, suggests the answer may well be yes.TRANSCRIPT
Retaining your best employees
strategic partners in engagement
-2.0-1.6
0
33
67
100
Job satisfaction Commitment
All Employees Leavers
-3.1
-5.1
-6.7
-7.6
-8.2
-8.8
-9.5
-11.9
0 33 67 100
Having the resources needed to perform to the best of
one's ability
Being kept well informed about how the company's doing
Getting regular feedback from line manager
Having an open, respectful and honest line manager
Getting the coaching to develop the skills required for the
job
Support for training & development from line manager
Help and support from line manager
Clear guidance from line manager
All Assistant Managers Leavers
-12.0-6.3
0
33
67
100
Job satisfaction Commitment
All Assistant Managers Leavers
+5.2
+7.0
+7.5
+9.2
+1.4
+1.0
-0.2
+2.3
0 33 67 100
Having the resources needed to perform to the best of
one's ability
Being kept well informed about how the company's doing
Getting regular feedback from line manager
Having an open, respectful and honest line manager
Getting the coaching to develop the skills required for the
job
Support for training & development from line manager
Help and support from line manager
Clear guidance from line manager
All Assistant Managers Leavers
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