Información sobre RR. HH. • 10 MIN DE LECTURA
How to Improve Your Employee Retention Rate
JUN 12, 2026
Perder a buenas personas sale caro. Aquí tiene un enfoque práctico basado en evidencia para mejorar la tasa de retención de su organización.
Lo que realmente le está diciendo su tasa de retención
Retention rate measures the percentage of employees who remain with your organisation over a given period, typically a year. A high retention rate does not automatically mean a healthy organisation: if poor performers are staying and high performers are leaving, your headline number flatters the reality. Always segment retention data by performance rating, tenure, department, and role level to identify where the problem actually sits.
Los impulsores más comunes de la rotación voluntaria
Exit interview and leaver survey data consistently identify the same root causes: a poor relationship with an immediate manager, limited career progression opportunities, compensation that has fallen behind the market, a mismatch between stated values and day-to-day reality, and excessive workload without adequate recognition. Note that these are rarely about money alone: pay is usually a threshold factor rather than the primary driver. Addressing management quality and development opportunities typically has a larger impact on retention than a pay increase.
Construir una estrategia de retención
A retention strategy should address the root causes identified in your own data, not generic best-practice lists. Common high-impact interventions include: structured career development conversations twice per year (beyond the annual appraisal), targeted retention conversations with high-potential employees before they reach the stage of looking, manager quality improvement programmes, flexible working options for roles where they are feasible, and regular pay benchmarking to prevent compensation from drifting below market.
Medir e informar sobre los avances
Establezca un objetivo de retención para cada segmento e informe sobre él trimestralmente a la alta dirección. Haga un seguimiento no solo de la tasa principal, sino también de la tasa de retención a 90 días (cuántos nuevos empleados permanecen más allá de tres meses), la tasa de retención de los empleados con alto rendimiento y la retención por departamento y responsable. Vincular las valoraciones de rendimiento de los responsables con la tasa de retención de su equipo crea responsabilidad y transmite que mantener a buenas personas forma parte del puesto.
