Whether you are a leader or an admin, you have the ability to review the attrition risk through different areas of the platform, given the fact that you were granted access to the Attrition Prediction model by your Peakon administrator. This article covers which areas to navigate to in order to view the attrition forecast provided by Peakon. Head to Understanding Peakon's Attrition Prediction model for more information on how it works and how to grant access.
This article includes:
Areas that provide attrition forecasting
The attrition risk assessment can be viewed on all sub-segments (i.e. My Team (Manager), Copenhagen (Location), etc) throughout the dashboard except for the Separation date and Separation reason attribute segments.
It’s also possible to view the attrition score from within the Attrition tab, under the Analysis > Segments page.
In the heatmap you will be able to see the attrition risk, the percentage of users within the employee cycle phases, how many have resigned, in addition to the aggregated and latest participation rate.
Recommendations for addressing attrition risk
The most effective way to address attrition risk is to improve the drivers of engagement. Try focusing on these steps:
- Review the drivers that have been identified as priorities on your dashboard.
- Click into each of them and review their associated comments. These will help you uncover the underlying issues.
- Click on the improve tab within the dashboard for each of these drivers.
- Review the suggested actions and recommended resources. These will give you ideas on how to improve your team’s feeling toward this driver.
- Add some short and medium-term actions that directly address some of the concerns raised in the comments.
- Involve your team by sharing your dashboard and going through the results together and the actions you’ve created. This shows the team that their feedback is being acted upon and in turn drives participation and helps improve engagement.
- Review your Employee Experience Cycle reports. Pay particular attention to segments with less than 24 months of tenure and address any drivers performing below the benchmark. Statistically, these segments have a higher risk of attrition, despite also having higher levels of engagement relative to the rest of the tenure segments.