What Your Staff Turnover Reveals About Your Employer Brand

How long do your employees stick around? Your staff tenure reveals a lot about your employer brand beyond salary figures and perks. Are you tracking it?

Knowing how long your team stays with you, or your tenure rate, is a game-changer. It uncovers the real value you offer your crew and how strong your EVP really is. If you don’t chart this yet, it’s time to start. Here’s what you need to know:

Key Metrics to Monitor

Retention Rate: Shows how many employees stay during a set period. Aim for around 90%, though numbers vary across industries.

Turnover Rate: Tracks those who leave by choice or circumstance. Staying under 10% annually is ideal.

Average Tenure: Measure how long your workforce remains engaged. Look at current employee duration or total months worked before moving on.

Not everyone is job-hopping. According to Indeed.co.uk, the average job stint is 7 years. Engineers tend to move a bit quicker at 5 years, while tech professionals average 6.8 years.

Older employees often plant deeper roots. Gen X workers (35-44) average 7 years, those aged 45-54 hit 10 years, and the 55-64 crowd holds steady at 11 years. Understanding these trends is crucial for retaining talented team members and supporting career development opportunities.

Why High Attrition Matters

High attrition isn’t just a statistic - it’s a red flag. The Recruitment & Employment Confederation notes that a poor hire could cost a company up to £132,000. A revolving door also damages your reputation, making potential candidates wary of joining.

A compelling EVP combined with a modern employer branding strategy helps attract talented professionals and retain top talent. LinkedIn reports that a strong employer brand can reduce turnover by 28%. In a world where Glassdoor gives employees a direct voice, it’s essential to know how your setup compares to competitors.

How to Use Turnover Data to Improve Your Employer Brand

• Monitor attrition closely: Benchmark against industry averages and peers. If turnover is high, take proactive steps.
• Gather feedback from existing employees: Conduct surveys or focus groups to identify what’s working and where improvements are needed.
• Support employee engagement and flexible working: Offer initiatives like work-life balance programs, flexible schedules, and career development opportunities to retain your top performers.
• Invest in long-term strategies: Use retention data to strengthen your EVP, ensuring existing employees and new hires feel valued while you attract talented candidates.

As Ashton Church, Talent Solutions Director, adds:

"Crafting a compelling employer value proposition isn’t just lip service. It’s your ace in attracting and retaining top talent."

Ready to delve deeper into employee retention strategies? Get in touch and unlock tools to attract and safeguard the best talent for your organisation, while building a lasting employer branding strategy.