Basis daily, weekly and monthly reporting of data on both exits and resignation, we establish an early visibility into exit trends and hotspots (areas prone to attrition). This allows leadership attention to underlying issues and enables timely corrective actions. Pair this with our internal intelligence system comprising our annual non-anonymous survey – ‘Pulse’ – based on a NPS methodology and a 90% completion rate. This distinctly helps us to identify promoters, potential promoters and detractors to enable targeted and specific corrective steps at an individual and project level.
Additionally, managers are enabled to tag employees as Red, Amber or Green. The stop light reporting provides timely visibility into issues and allows for potential remedial measures.
With data gathered internally, talent management teams draw insights and patterns on rolling attrition, annualized and year-to-date attrition. Senior human capital leaders review the intelligence provided by the talent analytics team and basis stakeholder feedback, their structure, content, frequency and audiences are modified.
Cumulatively, all these telling pieces of data help track potential employee turnover.