This document discusses key predictors of employee turnover based on a recent study. It identifies the top 5 predictors as: 1) Lack of job satisfaction, with many employees unhappy in their jobs and not feeling challenged. 2) Individual needs unmet, with many feeling their opinions were not valued and they lacked organizational support. 3) Poor team dynamics, with issues around collaboration and relationships with supervisors. 4) Misalignment, with employees not feeling their jobs aligned with the organization's plans or their own career goals. 5) Unlikely to stay, with many unwilling to commit to remaining at the organization long-term. It provides tips to increase retention, such as focusing on employee strengths, offering development opportunities, and improving communication. Exper

1. EMPLOYEE
TURNOVER PREDICTORS
WIN THE WAR FOR TALENT

2. The Pain of Employee Turnover
While it’s inevitable you’ll lose employees, turnover is actually
predictable. Our recent research has discovered the key indicators of
why employees are leaving:
Lack of Job Satisfaction
Individual Needs Unmet
Poor Team Dynamics
Misalignment
Unlikely to Stay
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4
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3. Lack of Job Satisfaction
KEY INDICATOR #1
68% 64% 61% 59%
enjoyed the work
they were doing
when they left
were unhappy with
their jobs
found their jobs
interesting and
challenging
said their job
allowed them to
utilize their
strengths
of the employees who exited their organization…

4. Employee Satisfaction
Challenge your employees to learn new
skills and utilize their strengths with peer-
to-peer coaching.
TIP TO INCREASE
Employees will put their own skills to use
by helping co-workers and be challenged
to learn something new along the way.

5. Ask employees what energizes them, not just
what they’re good at. Then, you can focus on
how you can help do more of what energizes
employees and less of what drains them.
Focusing the conversation on energizers and
drainers puts leaders and contributors on the
same side of the table, working together on
solutions!”
Josh Allan Dykstra | Author, Speaker, CEO of Strengthscope U.S.

6. Individual Needs Unmet
KEY INDICATOR #2
44% 56% 66%
believed their
organization made
investments in their
success
said they felt their
opinions counted at
work
believed they had
organizational
support
of the employees who exited their organization…

7. Employee Satisfaction
Show employees you’re invested in
their success by offering learning and
development opportunities to advance
their personal career goals.
TIP TO INCREASE

8. Many organizations miss the boat when
communicating the value propositions they
offer. Employees want to receive this type of
information in contemporary ways (bite-sized,
snackable pieces delivered via multiple
electronic channels). Many organizations, in
fact, do have the benefits that fit individual
employee needs. The challenge is in ensuring
that every employee knows about them and
how to access them.”
China Gorman| Business Leader, Speaker

9. Poor Team Dynamics
KEY INDICATOR #3
44% 56% 66%
believed their team
effectively
collaborated and
leveraged individual
strengths
said they liked
working for their
immediate
supervisor
said they enjoyed
working for their
immediate
supervisor
of the employees who exited their organization… of those who remained…

10. Employee Satisfaction
Build teamwork through weekly
brainstorming sessions.
TIP TO INCREASE
Set this time aside for co-workers to ask
one another questions and collaborate
on each other’s projects.

11. Identifying, attracting, hiring, developing, and
deploying the right talent is most companies’
biggest challenge. And when not successful,
nothing goes right – including the team
dynamics and retention of great talent. HR
and management need to work together to
ensure that the right talent is working
together with the right management talent
leading the way. One without the other just
doesn’t work!”
China Gorman| Business Leader, Speaker

12. Misalignment
KEY INDICATOR #4
45% 49% 67%
said they knew how
they fit into the
organization’s
future plans
said their current
job was in
alignment with their
career goals
of the employees who exited their organization… of those who remained…
said their current
job was in
alignment with their
career goals

13. Employee Satisfaction
Help your team find new career goals
within your organization with one-on-one
realignment meetings.
TIP TO INCREASE
Set goals and expectations for the
following month. This will keep
communication open about your team's
future plans.

14. Misalignment is a hiring fit issue – you hired
the wrong person for the job. Increasing
alignment among your current misaligned
workers will be an uphill, never-ending battle.
Instead, take a second look at your recruitment
strategy. Hire for alignment – culture, mission,
skill set, etc. – and you’ll positively impact
employee engagement and retention.”
Tim Sackett| Author, President at HRU Technical Resources

15. Fit is a key issue, but not as simple as we might
think. Leaders actually can’t ensure employees
are aligned with the organization going forward,
but they can try to create a workplace culture
in which employees are satisfied, inspired, and
engaged. In a world where the job market is
being driven by candidates and ‘fit’ is a
relationship, start with a great culture first. And
that includes alignment, mission, purpose,
message, and a shared sense of values.”
Meghan M. Biro| Author, Speaker, Founder of TalentCulture

16. Unlikely to Stay
KEY INDICATOR #5
47% 65% 81%
said it would take a
lot to get them to
leave their
organization
said they want to be
working at their
organization one
year from today
of the employees who exited their organization… of those who remained…
said they want to be
working at their
organization one
year from today

17. Employee Satisfaction
Encourage your team to take advantage of
manager-to-employee coaching.
TIP TO INCREASE
This gives them opportunities to learn
new skills, set future goals, and tighten
their bond with leaders.

18. This seems like a case where data can really
support this. It’s critical to know why
employees aren’t satisfied and discern that
geography. I think it’s key to get candid
feedback from employees, dive into the data,
and then determine the best strategies for
your organization. If employees are unlikely
to stay at your organization, find out why and
improve in those areas.”
Meghan M. Biro| Author, Speaker, Founder of TalentCulture

19. How to Decrease
Employee Turnover
3 RETENTION STRATEGIES

20. 1 2 3SHARE
COMMITMENT
COLLECT
FEEDBACK
LEVERAGE
ANALYTICS

21. SHARE YOUR COMMITMENT TO
DECREASE EMPLOYEE TURNOVER
Engaged employees are 6X more likely to
believe their organization is committed to
lowering turnover.
Engaged employees are 6.5X more likely to
believe their organization is committed to
understanding why employees leave.
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22. COLLECT FEEDBACK VIA ANNUAL &
PULSE ENGAGEMENT SURVEYS
Employee engagement data can help you
identify areas at high-risk for turnover before
it’s too late. By analyzing year-over-year
engagement trends, administering targeted
pulse surveys, and slicing results by
demographics, you can identify high-risk areas
that need improvement before they become a
reason employees leave.
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23. ANALYZE TURNOVER TRENDS &
LEVERAGE PREDICTIVE ANALYTICS
95% of employees believe they can help
leaders understand why people choose to leave
their organization.
87% of employees believe collecting feedback
from an exiting employee will help make a
difference for remaining employees.
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24. DOWNLOAD THE RESEARCH
Take a deep dive into the
research. Get your free
download here.
quantumworkplace.com/predictors