thrive at work/Research/Retention
How do you reduce employee turnoverand improve retention?
The short answer
Reduce turnover by finding out who is running out of capacity before they decide to leave. People rarely quit over one bad week. They leave after months of overload, little recovery, and feeling unheard. Measure capacity and engagement together every quarter, act on the team results, and show what changed. thrive at work shows which teams are depleted.
Why people leave
Most leavers did not decide overnight. Their capacity wore down first, then their patience, then their commitment. By the resignation, the cause is months old.
What the data shows
In the thrive business value model, people with a low score are far more likely to be looking for another job: 5 in 10 are job hunting, against 1 in 10 with a high score.
What it is worth
Per 1,000 employees, the thrive business value model shows 7% fewer annual leavers, about €140k in avoided replacement cost, and 140 replacement staff-days avoided.
What to do
- Find the teams with the lowest capacity. Start there, not company-wide.
- Fix the cause the team names: workload, priorities, recovery, support.
- Tell people what you changed. Silence after an assessment costs trust.
- Measure again next quarter and compare team against team.
How thrive at work helps
It measures capacity and engagement together and compares teams inside your company and against an industry benchmark. Each employee gets their own results and a short learning path matched to their score.
Questions
Why do employees quit?
Most leave after months of overload and low recovery, not after one event.
Which employees are most likely to leave?
Those with low capacity and low engagement. 5 in 10 low scorers are job hunting, against 1 in 10 high scorers.
How do you know who is at risk before they resign?
Measure capacity and engagement every quarter and watch teams, not just averages.