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Don’t Miss the Mark on Retention: Predicting Employee Turnover in Your Organization

Truth and Trends in Turnover From the 2018 Retention Report

Danny Nelms

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Companies Have the

Opportunity to Grow

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38 Million Employees

Left Their Jobs Last Year

(Source: 2018 Retention Report)

1 in 4 Will Leave

their Job this Year

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34,000+

Exit Interviews

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50 Different Reasons Why

Employees Leave

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2018

Retention ReportTruths & Trends About Turnover

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Give You Confidence to Develop a

Data-Driven Destination Employer

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2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020

(Source: 2018 Retention Report)

1 in 3 Employees will Quit by 2020

42 Million

Employee

Quits

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3 in 4 Reasons

for Leaving Are

More Preventable

(Source: 2018 Retention Report)

More Preventable 77%

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Key Take-Aways

• State of the Marketplace

• How to Uncover the Truth

• Reasons for Leaving

• Essential Insights

• Case Study Example

• Six Steps

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Marketplace

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Demand Exceeding Supply

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High Demand for Workers

(Source: Bureau of Labor Statistics)2010 2011 2012 2013 2014 2015 2016 2017

5.8 Million

Open Jobs

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Short Supply of Workers

(Source: BLS 2017)

UnemploymentRate

Separations Rate

Companies

Must Take Your

Workers

0

2

4

6

8

10

12

2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018

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Employees

are In Control

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Uncovering the Truth

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Reliable Methodology

Gets Accurate Data

- 2 Weeks After Departure

- 3rd Party Interviews

- Open-Ended Questions

- Scientifically Validated Questionnaire

- 500,000+ Interviews Since 2000

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Reasons for Leaving

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Employees

Care about

What they Do

and Where

They’re Going

Career Development 21%

Type of Work 33.0%

Lack of Growth & Development Opportunity 21.5%

Returning to School 18.6%

No Advancement or Promotional Opportunity 17.2%

Job Security 7.6%

General Career Reason 2.2%

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Employees

will leave for

more

favorable

schedules

Work-Life Balance 13%

Schedule 67.6%

Commute 22.2%

Schedule Flexibility 5.1%

Travel 5.0%

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Employees

Do Not

Tolerate Poor

Managers

Manager Behavior 11%

Unprofessionalism 35.1%

Lack of Support 17.6%

Poor Employee Treatment 17.2%

General Behavior 11.8%

Poor Communication 7.7%

Lack of Manager Competence 7.1%

Manager Fairness 1.8%

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Employees

Leave to Take

Better Care of

Themselves

and Their

Families

Well-Being 9%

General Personal 33.4%

Personal Health 32.3%

Caregiver Issues 29.4%

Pregnancy 4.4%

Family Issues 0.5%

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Employees

Can Leave for

More Pay

Compensation & Benefits 9%

Compensation 87.3%

Benefits 12.1%

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Employees

Want

Reasonable

Workloads and

Less Stress

Job Characteristics 8%

General Job Characteristics 39.4%

Task or Role Overload 31.1%

Limited Resources 14.7%

Poorly Trained 11.2%

Dissatisfied with Work 1.1%

Lack of Empowerment 2.5%

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Co-Workers

and Culture

Must Be a Fit

Work Environment 6%

Problematic Co-Workers 36%

Culture-Employee Not a Fit 34%

Problem with Mission or Values 10%

Unsafe Environment 7%

Hostile Atmosphere or Organizational Crisis 6%

Environment Other 4%

Poor Facilities 3%

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Managers are a

Key to Retention

(Source: 2018 Retention Report)

More Preventable – Manager Influenced 77%More Preventable – Other

Less Preventable

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Essential Insights

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Essential

Insights

First-Year Turnover Hits 7-Year High Note

Generational differences create a lot of buzz, but

career stage issues create turnover

Employers gamble on benchmarks & best practices

Employees Increasingly Reveal

Employers’ Ethical Blind Spots

Turnover Costs will Increase 19% by 2020

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Developing a Retention Strategy

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The

Predictive

Power of Exit

Studies

AT-RISK

CURRENT EMPLOYEES

FORMER

EMPLOYEES

CURRENT

EMPLOYEES

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Case Study

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Reduced

1st Year Nurse

Turnover

by +34%

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Recommendations

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Steps to Improving

Retention in Your

Organization

Build the Business Case

Voice of the Employee

Understand

Plan and Implement

Communication

Evaluate

Seek Expert Advice When Needed

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