A global IT services firm successfully reduced employee attrition from 23% to 15% by implementing unbiased exit surveys to identify key retention drivers and engage employees. The findings revealed significant issues such as compensation disparities and lack of technology learning opportunities, leading to targeted strategies that improved retention of high performers and reduced hiring costs. The firm's proactive measures addressed the specific needs of their workforce, ultimately enhancing employee satisfaction and productivity.

1. Global IT services & consulting firm reduced
employee attrition through unbiased employee exit
survey and identified key retention strategy
Our client is a one among top 10 global IT services
firm that offers Technology services, Digital
transformation, IT consulting and Business support
services which has more than 3,00,000 employees HC
globally
Customer had business challenges, on increasing over
22% attrition rates across experience level thus impacting
their annual hiring spend, employer brand in hiring market,
loosing high performers to competitors and operating
margins. Thus, they had to take important measures to
curb double-digit attrition rates in three quarter to reduce
its annual attrition and identifying key retention drivers to
achieve with great employee satisfaction.
About Our Client
HAN Digital | A Case Study | Talent Attrition
Overall attrition rate
including technology and IT
consulting business
Key drivers responsible for exit of experienced
and infant employees who placed across global
delivery centers in India
15,000+ exit employees with mix of all career
level, skills, locations and services/industry
served
Proactive measures to diminish the attrition rate
and to retain employees
Point of view on attrites destinations, skill change,
global mobility and key reason for leaving
New approaches on employee engagement,
diversity & inclusion, retention methods, learning
& skill development, people analytics etc
Impact of Attrition and Coverage
Over 22% 160 unique skills
15 different career levels
studied and 20% of them
were 12+yrs experienced
15 career level
Employee Exit Study to Address;
60% of them were niche
skills in technology
services among total exit
156% raise
Increased overall hiring
cost on attrition backfills
across levels and skills
Reach us for more talent advisory solutions
info@handigital.com | www.handigital.com | 080-6113-4848/4747

2. A Unique Research
Methodology and Approach Research Parameters
HAN Exit Survey Draws in Undiscovered
Reason for Leaving Organization
Our client chosen us to have unbiased view point
from the exit employees without ascertaining client
name, to understand comprehensive reasons for
leaving client organization.
HAN Digital created primary research framework,
broke out 8 key reasons to quite client organization
and measured various attrition drivers by skill
competency, experience level and industry/service
line they served.
Study recommended few guidelines for client to
realign their employee policies and roadmaps for
better employee retention as well as employee
engagement
HAN Digital employee exit survey helped our client
to reduced attrition rate and increased employee
retention
HAN Digital | A Case Study | Talent Attrition
Attrites15,000+
Telephonic Interviews800+
Face-Face Interviews100+
Key Attrition Drivers*8+
Compensation Better Role Technology Innovation Monotonous Job
On-Site Role Higher Education Lack of Projects Co-worker Quality
*Key Drivers of Attrition
Reach us for more talent advisory solutions
info@handigital.com | www.handigital.com | 080-6113-4848/4747

3. With combination of telephonic and F-F interviews,
overall exit analysis delivered few following results;
Research Outcome that
Breaks Out
HAN Digital employee exit survey outcome
(Non-Exhaustive Results)
HAN Digital | A Case Study | Talent Attrition
15% Overall attrition rate reduced to 15% from 23%
Increase in retaining high performance candidates by offering such
as compensation market correction, technology learning, skill
development, better role/designations and onsite opportunities
47%
High performers retained who stated compensation were not upto
market and lack of new technology learning62%
Attrition backfill hiring cost reduced by identified gap areas by
reducing attrition rate60%
Increase in employee productivity by publishing employee unsatisfied
view points to decision makers to address it25%
Reduced attrition rate in niche and super niche skills by addressing
compensation, technology advancement and project related concerns. This
was majorly controlled loosing employees to 5 direct competitors
50%
Reach us for more talent advisory solutions
info@handigital.com | www.handigital.com | 080-6113-4848/4747