The key to success (which in this case means better performance, increased productivity, happier and more engaged employees) is to ask the right questions and draw the correct conclusions from the answers. This is where the years we have invested in combining behavioural science and research with artificial intelligence and deep learning come to play.
FOR ENTRY AND MID-LEVEL POSITIONS, THE COST TO REPLACE AN EMPLOYEE IS BETWEEN 30% AND Source Staff turnover costs companies big money. Needless to say, the time and resources spent on recruitment, onboarding, and training serve no purpose when the employee leaves, adding ‘loss of knowledge’ to the existing pile of losses suffered by the company. The most frustrating part is that the constant risk of employees leaving impedes the organisation from working proactively with the underlying issues behind the high attrition rate.Even today, several organisations rely on gut feelings or obsolete data to put forward preventive measures against employee turnover. Not surprisingly, the management team gets caught off-guard every time one of their top talents leave the organisation.Since the inception of Winningtemp, our product has helped more than 400 companies in visualising the accurate state of employee well-being in real-time. It enables managers and HR leaders to act on day-to-day data and quickly see the impact of various activities on the overall results. This has been an immense step forward in defining the future of work.However, it still didn’t provide the users with churn indicators and the ability to identify the issues behind staff turnover.Introducing Winningtemp