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How to Improve Your Employee Retention Rate
JUN 12, 2026
優秀な人材を失うことは高くつきます。ここでは、組織の定着率を改善するための、実践的でエビデンスに基づくアプローチをご紹介します。
定着率が実際に示しているもの
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.
自己都合離職の最も一般的な要因
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.
定着戦略の構築
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.
進捗の測定と報告
セグメントごとに定着目標を設定し、四半期ごとに上級経営層へ報告してください。総合指標だけでなく、90 日定着率（新入社員が3か月を超えて在籍する割合）、高業績者の定着率、部門別・マネージャー別の定着率も追跡してください。マネージャーの業績評価とチームの定着率を連動させることで、説明責任が生まれ、優秀な人材を維持することが職務の一部であると示せます。
