It’s difficult to say which is a bigger challenge for employers: recruiting or retention. After all, hiring great people means nothing if they leave within their first year. And that happens — a lot. Companies with low turnover tend to provide employees with what I call the three “Characteristics of Retention,” which are culture/values recognition, community impact, and continuous learning. But just having those cultural attributes nailed isn’t enough.
You can’t expect 100% employee retention — no matter how much effort you put into your employee experience — but those departures may be less random than meets the eye. The trick is to pinpoint the traits they have in common so that the turnover can be predicted and corrected. To do this, you need to collect predictive data.
