A introduction to the attrition risk feature.
Introduction
Attrition risk can be used to find areas within the organization where there are employees with a higher risk of leaving the company. Three different risk levels exist, High, Medium and Low.
Factors
The attrition risk model is based on millions of data points and various factors. Key factors are selected due to their high correlation with attrition risk, making them highly suitable for prediction.
Some key factors used to determine attrition risk include:
| Key factor | Description |
| Engagement | Employee engagement and attrition risk are closely linked because the level of engagement an employee feels toward their work and organization significantly influences their decision to stay or leave. High employee engagement leads to positive experiences and feelings towards the job and organization, which significantly lowers attrition risk. Conversely, low engagement creates a negative work experience, increasing the likelihood that employees will seek fulfillment elsewhere. |
| eNPS | Employee Net Promoter Score (eNPS) correlates with attrition risk because it measures employee satisfaction and loyalty. High eNPS indicates employees are satisfied, feel valued, and are likely to stay, reducing attrition risk. Conversely, low eNPS signals dissatisfaction, poor engagement, and a higher likelihood of employees seeking opportunities elsewhere, thereby increasing attrition risk. eNPS effectively captures the overall employee sentiment, directly impacting retention. |
| Specific questions | Some questions see a higher degree of correlation between attrition risk than other. For example, the engagement question "I get support from my manager when I need it" is closely linked to attrition risk when low. When employees feel supported by their managers, they experience higher job satisfaction, increased trust, and a sense of value, which reduces attrition risk. Conversely, lack of managerial support leads to frustration, disengagement, and a higher likelihood of seeking new job opportunities, thus increasing attrition risk. Supportive management is crucial for employee retention. |
| Participation | Employees who do not participate in engagement surveys often feel disengaged or disconnected from the organization, leading to a higher attrition risk. Non-participation can indicate a lack of trust, feeling unheard, or low morale, which increases the likelihood of seeking opportunities elsewhere. Participation in surveys shows engagement and a willingness to contribute to the company's improvement, directly impacting retention. |
| Trends | Employees who participate in engagement surveys but show a negative trend in their responses are at higher risk of attrition. This decline indicates growing dissatisfaction, disengagement, and potential unresolved issues. As their negative sentiment increases, so does the likelihood of seeking new opportunities elsewhere. Monitoring and addressing these trends is crucial to improving retention and employee satisfaction. |
Improve accuracy
To make sure the attrition risk is calculated in the best possible way, aim for high survey participation and use Eletive's standard questions and logic as much as possible.
How to interpret
No matter what model is used, it is impossible to predict human behavior 100%. The attrition risk High has a higher probability of attrition in general than Medium which is in turn has a higher probability of attrition than Low. However, this does not mean that no one with Low attrition risk will resign and that all with High attrition risk will resign. This is due to a multitude of factors. For example, it can be seen in the data that Eletive has a large impact in helping organizations keep talent meaning that they can go from High to Low. There can also be external factors in people's lives that are not possible to catch, like geographical relocation, illness, etc.