[Webinar] HR Metrics for Measuring the Impact of Turnover: Tips on How Managers Can Encourage Retention

WEBINAR SNAPSHOT: You’ll learn the negative business impacts that occur as a result of employee turnover and how to get managers to take action identifying the factors that show that an individual team member is likely to leave—and how to use simple and intuitive tools to easily reduce their turnover rates to manageable levels.


Everyone already knows that the employee turnover rates at most firms are reaching record highs. Although high turnover may alarm a few managers, most are simply not interested in devoting much of their time toward preventing it. Unfortunately, their inaction will cause turnover costs to increase dramatically.  

Nearly 75% of the underlying turnover causes are controlled by the individual manager. So, if you want to nudge your managers into taking quick action, first you need to show them the tremendous direct–as well as less obvious indirect–costs of employee turnover.

Next, you need to show managers that individual employee turnover can be predicted and more than 50% of it can be prevented, provided that you have access to the right intuitive and effective retention tools. The time to act is now because all of the experts are predicting that the current war for talent and the battle to fill your firm’s skill needs will likely go on for several years.

Use this on-demand webinar that will address how to get managers to understand the real cost of turnover for their departments and your organization, help them pre-identify who is most likely to leave, provide managers with retention tools, so that they can choose the tools that best fit their situation, and show them the importance of personalizing an employee’s retention plan.

After attending this webinar, you will be able to:

  • Track and measure the effects of turnover on your organization
  • Measure your retention rate, based on a starting point (beginning of the year) and how many employees leave, voluntarily or involuntarily
  • Evaluate time spent on filling empty positions
  • Gauge the costs of overtime paid to employees who need to take up the slack
  • Assess the costs of hiring and recruiting—job postings, resume screening, interviewing, and onboarding
  • Break down your measurements by department or level of employees
  • Use exit interviews to determine what motivates certain employees to leave
  • Review your compensation program to ensure it is equitable and competitive
  • Provide flexibility and a respectful workplace
  • And much more!

Invest in your development and business results here at BLR!

About Dr John Sullivan

Dr John Sullivan is an internationally known HR thought-leader from the Silicon Valley who specializes in providing bold and high business impact; strategic Talent Management solutions to large corporations.

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