Employee Engagement Scores: Reflects how invested employees are in their roles and the company. Turnover Rates: Identifies patterns in attrition and potential issues. Exit Interview Insights: Provides reasons for departures. Employee Satisfaction Surveys: Highlights areas for improvement. Performance Metrics: Correlates retention with productivity and growth. Career Development Opportunities: Indicates if employees feel supported in their growth.

Turnover Rates Overall Turnover Rate: Percentage of employees leaving over a specific period. Voluntary vs. Involuntary Turnover: Distinguishes between resignations and terminations. Tenure Analysis: When employees are most likely to leave (e.g., within the first year). Compensation and Benefits Market Competitiveness: Salaries, benefits, and perks compared to industry standards. Pay Equity Analysis: Ensures fairness across roles, genders, and other demographics. Benefits Utilization: Tracks which benefits are valued and used by employees.

Employee engagement score is Critical information for employee retentions. Employer can understand people insights, what need to be improved and prepare action plan to retain the best talents

1. Engagement Score: Measure employee engagement through surveys and feedback tools to understand satisfaction and involvement levels. 2. Wellbeing Metrics: Track physical and mental health indicators, absenteeism rates, and usage of wellness programs. 3. Work-Life Balance: Monitor hours worked, flexible working requests, and work-life balance survey results. 4. Compensation and Benefits Satisfaction: Evaluate feedback on salary, bonuses, benefits, and their alignment with market standards. 5. Retention Rates: Analyse turnover rates, reasons for leaving, and average tenure. I believe that combining these metrics provides a holistic view to tailor retention strategies effectively.

Actually this is a critical part of the employee lifecycle, connecting HR strategy to total rewards.Drawing from my experience in People Analytics, I’ve seen how in-house HR could use data to strengthen retention by: 1️⃣ Anticipating needs through analytics: Identifying patterns and proactively addressing factors that influence turnover. 2️⃣ Embedding retention into HR strategy: Aligning talent acquisition, engagement, and L&D efforts to retention goals. 3️⃣ Measuring impact holistically: Viewing retention as a success indicator of culture, development, and rewards. Consequently, retention thrives when it’s treated as part of a larger strategy, not an afterthought. What's your opinion?