What is a Retention Rate?
Before diving in, let's clarify what retention rate means. Your retention rate measures how well your organization holds onto its employees over a specified period. It's usually expressed as a percentage and can be calculated monthly, quarterly, or annually.
Calculating Your Retention Rate
To calculate your organization's retention rate, follow these steps:
- Step 1: Determine the time frame in months.
- Step 2: Count the number of employees at the beginning of that period.
- Step 3: Count the number of employees that separated employment during that time frame
- Step 4: Calculate the retention rate during that time period. Retention Rate = 100% - [Step 3 / Step 2]
- Step 5: If your time period in Step 1 wasn’t 12 months, annualize the rate. Annualized Retention Rate = 100% - [(12 x Step 3) / (Step 1 x Step 2)]
Interpreting Your Retention Rate
Now that you have your retention rate percentage, it's time to interpret the results:
100%: If your rate is exactly 100%, you maintained your workforce but did not add or lose any employees. While this may seem stable, it's important to consider whether you're attracting fresh talent who could help improve company performance.
Below 100%: A rate below 100% suggests that you lost some employees during the specified period, likely due to resignations, terminations, or retirements. A rate below 100% is not always a bad thing; some turnover can improve productivity.
[Above 100%: what does this mean?]
Benchmarking Your Retention Rate
To determine whether your retention rate is higher or lower than the industry standard, you'll need to compare it with data from authoritative sources. HR industry associations, labor market research firms, and government labor statistics often provide relevant benchmarks.
Remember that the ideal retention rate can vary by industry, job type, and company size. Factors like typical role tenure, job market conditions, and company culture can all influence what's considered normal.
Taking Action
If your retention rate is lower than the industry standard, don't panic. Use this as an opportunity to investigate why employees are leaving. Conduct exit interviews, gather feedback, and consider implementing strategies to improve retention, such as offering professional development, enhancing workplace culture, or updating your benefits.
How can Paytient help? A powerful benefits investment.
Instead of running themselves ragged, missing work due to health issues, and eventually looking for a new job, Paytient empowers people to get the care they need without worrying about high out-of-pocket costs. Those workers appreciate the flexibility and repay it with loyalty to their employers — employees with a Paytient account have a turnover rate 32% lower than those who don’t have Paytient.
In conclusion, calculating and comparing your retention rate is critical in managing talent effectively. By understanding where you stand in relation to industry standards, you can make informed decisions to attract and retain the best employees for your organization's continued success. Keep in mind that talent retention is an ongoing process, so regularly monitor and adjust your strategies to stay ahead in the competitive HR landscape.
