Retention insights methodology
How we turn your workforce records into retention findings your HR team and leadership can act on.
What we analyze
Every retention engagement begins with the records you already maintain — departure dates, tenure at exit, department and site assignments, role levels, and exit interview notes where available. We do not require new data collection systems.
We segment voluntary departures from involuntary separations, then examine patterns across tenure bands (0–6 months, 6–18 months, 18–36 months, 36+ months), role families, and physical sites.
Our analysis stages
1. Record validation
We check for missing tenure dates, inconsistent department codes, and duplicate entries. Gaps are documented in the scoping report so you know which findings carry lower confidence.
2. Baseline comparison
We compare current-period turnover to your own historical rates — not generic industry benchmarks unless you request them. Your past two years become the reference point.
3. Concentration mapping
We identify where turnover exceeds baseline: specific departments, shift patterns, manager spans, or tenure windows. Charts show concentration, not just totals.
4. Exit theme coding
When exit interview notes exist, we code stated reasons and compare them to actual departure patterns. Discrepancies often reveal issues managers underreport.
5. Headcount alignment
We overlay your current headcount plan against projected departures by department. Gaps between planned hiring and expected turnover surface before budget meetings.
6. Delivery and handoff
Findings are presented in annotated visual reports with a facilitated session. You receive editable source files and session notes — no ongoing dependency on our team.
What you can expect from findings
- Department-level turnover rates compared to your historical baseline
- Roles and tenure bands where voluntary departures exceed expected levels
- Site-by-site comparison when you operate multiple locations
- Exit interview themes matched against actual departure timing
- Headcount plan gaps flagged before your next budget cycle
- Written summary with specific recommended follow-up actions
Ready to apply this to your workforce? Request a retention assessment or contact our office to discuss scope.