Retaining High Demand Employees
With today’s trend toward remote working, employee retention for high demand jobs is a battleground for HR managers. It was found employees from the top 10 tech companies hang around only 1.2 to 3 years and a manager’s ability to visualise the future 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 visualisations for communicating various attrition metrics:
The Tenure metric communicates how long an individual has been employed by an organisation. Tenure can be reported by the 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 company and/or their direct supervisors. They can be compared with industry standards to assess an organisation’s competitive standing in the recruitment process.
Terminations and Separations
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 the effectiveness and overall organisational health. Job roles and functions can be compared to industry standards to assess an organisation’s competitive position.
With a clear, visual presentation of the data, it rapidly becomes apparent on why, and from where, employees are leaving an organisation. By identifying isolated problem areas or company-wide trends, plans can be put into place to solve short term and long term employee attrition challenges for high demand skills.