Use advanced analytics to turn attrition into retention

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Through ·

Employee attrition is a major problem in supply chains, disrupting operations, undermining companies’ increasingly costly investments in recruitment and training, and forcing remaining employees into an endless scramble to reach their Goals. This is a scenario that further fuels attrition. In fact, many supply chain leaders tell us that employee attrition is now their biggest operational challenge.

The good news? You can turn attrition into retention via a formula powered by advanced analytics.

Treat the disease (employee engagement) not the symptom (attrition). Approaches based on filling vacancies are rarely effective, often resulting in a race to the bottom with competitors and increased costs of recruiting, onboarding and retaining employees. To break the costly cycle of paying a premium to attract labor, only to see it disappear in months or weeks, learn what you need to do to engage people more fully and consistently.

Identify root causes. Each stage of the employee lifecycle impacts engagement, and different subsets of employees within the same position often choose to leave for different reasons. Advanced analytics and machine learning can help you see these segments and understand their respective causal factors.

Connect the dots. Combine analytical insights with observational and behavioral data to understand why employees are disengaged and/or turning. For example: Do certain incentives unintentionally motivate recruiters, managers, or employees to make your attrition problem worse?

Choose the best levers. At this point, you will likely perceive a wide range of action options to increase engagement and reduce attrition. The challenge now is to weigh the complex trade-offs between these levers to understand which will produce the fastest and most sustainable gains, at affordable costs and with minimal disruption to your operations.

Re-engage with employees. Be very communicative and transparent with your employees about why you engaged in this process, what you learned, and how you will act on this information to significantly improve the employee value proposition.

Through ·

Employee attrition is a major problem in supply chains, disrupting operations, undermining companies’ increasingly costly investments in recruiting and training, and forcing remaining employees into an endless scramble to reach their Goals. This is a scenario that further fuels attrition. In fact, many supply chain leaders tell us that employee attrition is now their biggest operational challenge.

The good news? You can turn attrition into retention via a formula powered by advanced analytics.

Treat the disease (employee engagement) not the symptom (attrition). Approaches based on filling vacancies are rarely effective, often resulting in a race to the bottom with competitors and increased costs of recruiting, onboarding and retaining employees. To break the costly cycle of paying a premium to attract labor, only to see it disappear in months or weeks, learn what you need to do to engage people more fully and consistently.

Identify root causes. Each stage of the employee lifecycle impacts engagement, and different subsets of employees within the same position often choose to leave for different reasons. Advanced analytics and machine learning can help you see these segments and understand their respective causal factors.

Connect the dots. Combine analytical insights with observational and behavioral data to understand why employees are disengaged and/or turning. For example: Do certain incentives unintentionally motivate recruiters, managers, or employees to make your attrition problem worse?

Choose the best levers. At this point, you will likely perceive a wide range of action options to increase engagement and reduce attrition. The challenge now is to weigh the complex trade-offs between these levers to understand which will produce the fastest and most sustainable gains, at affordable costs and with minimal disruption to your operations.

Re-engage with employees. Be very communicative and transparent with your employees about why you engaged in this process, what you learned, and how you will act on this information to significantly improve the employee value proposition.







January 4, 2022


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