Understand the attrition trends that should be investigated to reduce the risk of future regrettable leavers. Data is pulled from the leavers job attributes such as their tenure, supervisor and business unit and also the attrition reasons identified by the leaver and supervisor provided in exit surveys available in the system.
This article covers:
Understanding the Key Terms
- Attrition Rate: Focuses on the number (percentage) of employees leaving the organisation over a set period of time. Data are collected from Job Attribute fields as well as Job End dates.
- Attrition Count: Focuses on the number (count) of employees leaving the organisation over a set period of time. Data are collected from Job Attribute fields as well as Job End dates.
- Voluntary Attrition: This is the percentage of employees whose turnover type was recorded as voluntary on the system.
- Low Tenure Attrition: This is the percentage of employees who left the business after less than or equal to one year of employment. This is often referred to as Low Tenure Attrition, as those who left the business were not long-standing employees.
- Normalised Annual Attrition Rate: Generally a shorter reporting period will return a lower attrition rate, as there has been less time for employees to leave. To ensure the result attrition rates can be compared easily among different time periods and calculation methods, the attrition rates calculated with the methods listed below are further Normalised Annually.
Using the Attrition Report
1. Select the relevant reporting period: Choose the period you wish to report on using the calendar at the top right of the screen.
2. Choose your preferred display (Attrition Rate or Attrition Count): This can be done by navigating to the top left of the screen. The report will default to Attrition Rate if a selection is not made.
3. Cross-filtering: You can cross filter your data (apply more than one filter at once) to provide more specific insight into turnover trends. We've listed some of the main filters that you can apply to your data by clicking on them:
- Business Unit/Supervisor/Pay Grade: Using any of these cross filters will let you investigate specific groups within your organisation to see if attrition in any of these areas is higher or lower than the business average. Any anomalies can then be investigated further.
- Turnover Type: Focuses on the feedback given when an employee is exiting the business. There may sometimes be a discrepancy between the reasons provided by an employee and their supervisor when exiting a business.
- Attrition by Month: Displays a chronological view of your attrition data. With the help of trend-lines you can visually investigate any time related patterns in your attrition. You can filter specific time periods by clicking on those months.
- Attrition by Tenure: Allows you to investigate any trends between attrition and the duration of employment. It is important to consider tenure when analysing your organisation's attrition as any skew in this trend may often point to strategic opportunities.
4. Export data: You can export any of the charts returned by your filters as well as the corresponding line data in csv format. For instructions on how to do this see, Exporting Charts and CSV Files from Analytics.
The Insights tool analyses your data in real-time to look for anomalies, shifts and meaningful trends. To use this feature click on the Insights icon on the top right-hand corner of the page.
Insights are generated using a variety of data analysis and machine learning techniques applied to turnover and retention across multiple employee and job related attributes. Insights flagged in green represent positive changes or decreases in your attrition trends, conversely those marked in orange highlight negative trends and areas of increasing turnover to be aware of.