Approfondimenti HR • 10 MIN DI LETTURA
How to Improve Your Employee Retention Rate
JUN 12, 2026
Perdere persone valide è costoso. Ecco un approccio pratico e basato sulle evidenze per migliorare il tasso di retention della vostra organizzazione.
Cosa vi sta realmente dicendo il vostro tasso di retention
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.
I driver più comuni del turnover volontario
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.
Costruire una strategia di retention
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.
Misurare e riportare i progressi
Stabilite un obiettivo di retention per ciascun segmento e riportatelo trimestralmente alla leadership senior. Monitorate non solo il tasso complessivo ma il tasso di retention a 90 giorni (quanti nuovi assunti restano oltre i tre mesi), il tasso di retention dei top performer e la retention per reparto e manager. Collegare le valutazioni di performance dei manager al tasso di retention del loro team crea accountability e segnala che trattenere le persone valide fa parte del lavoro.
