Do you run an Annual Employment Retro to find out why people leave?
Last updated by Brady Stroud [SSW] 6 months ago.See historyUnderstanding why employees leave your company is crucial for improving retention strategies and fostering a positive work environment.
An Annual Employment Retrospective helps identify common trends in employee feedback, allowing you to make informed changes.
Why conduct an Annual Employment Retro?
Employee turnover can be costly and disruptive. Conducting an Annual Employment Retro allows you to:
- Identify Common Issues: Understand recurring reasons for departures
- Improve Workplace Culture: Address negative feedback to create a better work environment
- Enhance Retention Strategies: Implement suggestions to retain top talent
Steps to conduct an effective Employment Retro
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Prepare the Data
- Review the list of employees who left in the past year
- Consolidate their feedback emails
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Analyze Trends
- Look for common themes in the feedback
- Identify both positive and negative trends
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Develop Action Plans
- Based on the feedback, create action plans to address the issues
- Prioritize changes that can have the most significant impact
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Engage Leadership
- Present findings and suggested actions to leadership for approval
- Ensure that leadership is committed to implementing the changes
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Communicate and Follow Up
- Communicate the changes to all employees
- Follow up periodically to assess the effectiveness of the changes
Annual Employment Retro Template
| To: | {{ STATE MANAGERS }} |
| Subject: | Annual Employment Retro {{ YEAR }} - Why did people leave? |
Hi State Managers
- Review Departures: Look at who left in the previous year on {{ LINK TO REPORT }}
- Consolidate Feedback: Gather all their {{ FEEDBACK }} emails to find common trends in the good and the bad
- Identify Suggestions: Determine suggestions for any changes to be made
- Approval and Distribution: Get them checked by the boss and send them out
Examples of feedback analysis
Feedback: Several employees mentioned the lack of professional development opportunities.
Action plan: None.
Figure: Bad example - Not addressing feedback can lead to recurring issues and continued high turnover rates
Feedback: Several employees mentioned the lack of professional development opportunities.
Action plan: Introduce regular training sessions and create a clear career progression path for employees.
Figure: Good example - Addressing feedback with specific actions can improve employee satisfaction and retention
By regularly conducting Annual Employment Retros, you can continuously improve your workplace, retain your best employees, and create a more positive and productive work environment.
