Resignations and productivity losses? 3 indicators to gain height

Resignations and productivity losses are excessively costly for a company. It is therefore important to know their different causes. Some symptoms are perceived but the sources are partially known. To return to the image of the iceberg, the visible symptoms are on the tip whereas you have to dive underwater to know the sources of the problems. Here are 3 largely underused indicators which will allow you to take stock height and apply solutions more suited to your situation. Your workforce planning, attraction, engagement and retention will be all the better.

The exit interview

In order to highlight the main irritants and demobilization factors, the exit interview with employees resignations is the tool par excellence. Are you doing it well or are you getting rid of this task? The analysis of the information collected makes it possible to paint a portrait of the company from the perspective of human resources and to target possible points of improvement. In addition, it will also help to identify the strengths on which the company can continue to build on in retaining its staff. Because yes, everything is not all negative in an exit interview, on the contrary!

The age pyramid

The age pyramid is a diagnostic tool whose purpose is to visualize your employee population. The latter illustrates the balance between the different generations making up the company’s workforce. On the one hand, it is a tool for forecasting retirements and replacement needs, but also for anticipating the evolution of skills leading to promotions. On the other hand, it is a tool that influences your overall compensation policy – including your social benefits and your health and wellness initiatives, which must align with generational needs. What is your majority labor pool? What are their needs ? If you don’t fill them, they will go and fill them with another employer.

The ratio of payroll to turnover

The ratio of the payroll on the turnover allows us a more in-depth analysis of the company’s performance. Are you more or less productive than the previous year? Did you need more or fewer employees to generate the same turnover, or increase it? The ratio tells you the ability to hire new employees according to the financial means of the company. It is also possible to forecast future workforce needs. This is carried out based on established long-term sales objectives.

Businesses are facing unprecedented changes in the composition of the workforce. These challenges change the way they have to think about their strategies. Human capital management must therefore be at the heart of organizational strategy, if you want to be able to count on your workforce as a competitive advantage.


Médina Cayer

Managing Director, Co-Founder & Partner

Accredited professional coach & approved trainer

Certified management consultant

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