As seen on SHRM.org by Arlene Hirsch (08/28/2018).
Crunching the Numbers
John Sullivan, Ph.D., a thought leader in talent management based in Pacifica, Calif., recommends that HR professionals create color-coded “heat maps” that highlight the most severe turnover areas, and then quantify the impact in dollars and cents so that decision-makers fully understand the turnover picture.
These maps can be segmented to reveal clusters of turnover that are occurring in specific interest areas, including by:
- Geographic region.
- Individual managers.
- Cause of the turnover.
- Performance level or those designated as “regrettable turnover.”
- Job or job family.
- Salary grade or level.
- Experience level or years of tenure.
- Diversity of employees.
“The most impactful turnover heat maps are predictive,” Sullivan said. “A predictive heat map can alert managers to changing trends in the causes or the location of upcoming turnover.”
After identifying underlying causes of turnover, managers can take corrective actions. Though there may be a need for systemic changes, Sullivan has discovered that the best solutions often involve personalized retention approaches rather than across-the-board initiatives.
To read the full article, click here.
You can read more about reducing turnover with heat maps here.