HR 洞察 • 10 分钟阅读
How to Improve Your Employee Retention Rate
JUN 12, 2026
失去优秀人才代价高昂。这里有一种实用、基于证据的方法来提升你们组织的留任率。
你的留任率真正说明了什么
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.
主动离职最常见的驱动因素
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.
建立留任策略
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.
衡量并汇报进展
为每个细分群体设定留任目标，并每季度向高层汇报达成情况。跟踪的不仅是总体指标，还要看 90 天留任率（有多少新员工在三个月后仍留任）、高绩效员工留任率，以及按部门和经理划分的留任率。将经理绩效评分与其团队留任率挂钩，可建立责任感，并表明留住人才是工作的一部分。
