Información de RR. HH. • 10 MIN LEER
How to Improve Your Employee Retention Rate
JUN 12, 2026
Perder buenos colaboradores es costoso. Aquí tienen un enfoque práctico y basado en evidencia para mejorar la tasa de retención de su organización.
Lo que realmente les 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 factores 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 el progreso
Establezcan una meta de retención para cada segmento e informen trimestralmente a la alta dirección. Hagan seguimiento no solo de la tasa general sino de la tasa de retención de 90 días (cuántas nuevas contrataciones se quedan más allá de tres meses), la tasa de retención de colaboradores de alto desempeño y la retención por departamento y gerente. Vincular las calificaciones de desempeño de los gerentes con la tasa de retención de su equipo crea responsabilidad y señala que conservar buenos colaboradores forma parte del trabajo.
