Key Talent Turnover
Tackling The Problem

Preventing Key Talent Turnover

When a high performing member of your organization leaves, you not only lose valuable talent, but you also may experience a decrease in team morale, damage to client relationships, altered succession plans, and even more turnover. More startling is that studies report that turnover among high potential (key talent) employees is higher than that of other employees. The tight conditions around the labor market are exaggerated further with when you’re looking for high capacity individuals for specialized roles within your organization.

How We Help

To address or prevent attrition in this part of your population, intentional studies should be conducted to understand this employee group’s preferences as well as turnover risk. Work Institute’s approach to reducing key talent turnover can include a combination of on-site, live telephonic, and web-based interviews with your key talent.

Using our Voice of the Employee approach across all data collection methods, we allow these current and former employees’ most pressing issues and likes to be emphasized. The power in the specificity of the data provides a clear picture of what these team members value about the organization and what things should be addressed to increase the likelihood that they would stay with the organization for a longer period.

After identifying the specific strengths and opportunities our workforce experts will work with you to use the data to inform specific interventions to improve your key talent’s perceptions around crucial areas. Pulse surveys are conducted post-study to ensure the changes are having the desired effects.

The Proof

One of our healthcare partners found themselves with a challenging turnover volume for their Associates. The organization wanted to be able to take actions they knew would make a difference in reducing unwanted attrition as well as help them become more attractive to talent in their area. Using Work Institute’s current and former employee research studies they were able to:

  • Increase real-time communication by installing monitors throughout their facilities to address a common concern around communication
  • Increase retirement matching by shifting to a different retirement savings plan
  • Shift to a performance-based compensation plan to address pay concerns
  • Conducted further research around the new employee experience to help further address concerns about training and onboarding

These efforts helped reduce turnover by 32%.

Take Control Today

If improving Key Talent retention is on your radar, reach out to us today to learn more about keeping your most valuable team members.

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