Monitoring Attrition and Turnover:
Given the costs associated with losing high performing employees, reducing turnover is a key goal of many HR managers across the country. A significant downside of a buoyant economy is employee churn. According to a survey by XpertHR turnover rates have steadily been increasing since 2012 in the U.K. with one in seven resigning from their jobs in 2016. A manager’s ability to see ahead is critical. Identifying strengths, weaknesses, improving processes and formulating action plans are important steps to creating a workplace environment where employees wish to stay.
A good picture is worth a thousand words and makes varied bits of information understandable. That’s why organisational charts can be powerful tools for dissecting the landscape of flight risks, terminations and separations. OfficeWork Software’s OrgChart solutions present a clear workforce visual of a department or geographical unit. It can even illuminate metrics for terminations, turnover and tenure.
OrgChart has numerous visualizations for communicating various attrition metrics.
The Tenure metric communicates how long an individual has been employed by an organisation. Tenure can be reported by total length of employment with an organisation or the time occupied by an employee in each position. Tenure metrics can indicate employee satisfaction with the organisation and/or their direct supervisors. They can be compared with industry standards to assess an organisation’s competitive standing in the recruitment process.
This metric totals the employees leaving the organisation, unit, division or department.
It’s used to analyze personnel terminations and separations, by total or by type, during a set period to examine and communicate the impact of workforce turnover.
Managers with a high turnover ratio within their span of control are typically a concern for a company. Turnover Ratio calculates turnover by division, department, manager and job role. Voluntary
separation and involuntary separation are reported separately. Different departments, divisions and managers can be compared to assess effectiveness and overall organisational health. Job roles and functions can be compared to industry standards to assess an organisation’s competitive position.
Armed with a clear, visual presentation of the data, it quickly becomes apparent on why and from where employees are leaving an organisation. Plans can be put into place to solve short term and long term employee attrition challenges by addressing isolated problem areas or company-wide trends.