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Staff Attrition Rates and Staff Turnover Rates 2013
Staff Attrition Rates and Staff Turnover Rates 2013
Staff Attrition Rates and Staff Turnover Rates 2013
Staff Attrition Rates and Staff Turnover Rates 2013
Staff Attrition Rates and Staff Turnover Rates 2013
Staff Attrition Rates and Staff Turnover Rates 2013
Staff Attrition Rates and Staff Turnover Rates 2013
Staff Attrition Rates and Staff Turnover Rates 2013
Staff Attrition Rates and Staff Turnover Rates 2013
Staff Attrition Rates and Staff Turnover Rates 2013
Staff Attrition Rates and Staff Turnover Rates 2013
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Staff Attrition Rates and Staff Turnover Rates 2013

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great{with}talent conducted research in October 2013 into attrition rates and staff turnover rates in the UK. This presentation shows significant trends relating to industry, attrition geography, …

great{with}talent conducted research in October 2013 into attrition rates and staff turnover rates in the UK. This presentation shows significant trends relating to industry, attrition geography, employee retention challenges and what companies are doing to combat these issues.
They also offer predictions for future staff turnover rates and attrition rates.

Published in: Business, Technology
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  • 1. {Product Name} Attrition Figures and Trends Oct 2013
  • 2. Job Tenure by Industry Sector Reed Consulting • • Tenure varies considerably by industry sector, with utilities, retail and leisure continuing to be the most volatile market places The war for talent remains strong in technology, finance and professional services
  • 3. Job Tenure ~ Regional Patterns Reed Consulting • • Generally speaking, the larger the organisation the longer employees stay The are considerable regional differences in job tenure • • Lowest in Scotland and London Highest in Yorkshire, North West and North East
  • 4. Retention Figures • The % of organisations saying they have “no retention difficulties” has declined sharply over the last 4 years • • Overall attrition figures have increased over the same period Organisations report most difficulty in retaining managers and specialists
  • 5. Overall Turnover Rates CIPD 2013 Survey • In 2011, voluntary resignation rates were 7.9%, with a mean 10.1%. This compared to an overall turnover median of 12.5% and mean of15.6%. • The highest resignation rates were in the private sector employers, with a median of 9%, compared with 6.1% in the public sector.
  • 6. Overall Turnover by Industry Sector CIPD 2013 Survey
  • 7. Retention Challenges CIPD 2013 Survey
  • 8. What organisations are doing to improve retention • • Given high early attrition figures, nearly half of those surveyed are looking to improve how they onboard new starters Improved pay is only 6th on the list • Only 4% reported using counter-offers to those who had resigned
  • 9. Predicted Attrition Rates • • Globally, turnover will see its sharpest increase in 2014 By 2018, around the world 49m more employees will be heading out the door than in 2013 HayGroup 2013
  • 10. Predicted Attrition Rates • • In 2015, UK turnover figures will reach 4.3 million, 765,000 more departures than in 2012. Over the next 5 years, turnover rates are expected to leap from 14.6% to 18%, HayGroup 2013
  • 11. Impact of attrition the bottom line Direct Cost •These are the typical costs to recruit, onboard and train • • • £4300 to replace the average employee £10,000 for the typical graduate role £75,000 for a senior manager •In a global sales/services organisation, employing nearly 4,000 people, the direct cost of 10% attrition in 2012 was just over $5m Indirect Cost Far bigger at the indirect costs which include impact of customer satisfaction, lost sales, brain drain •A global software loses approximately $3m every time a field salesman resigns

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