Using Analytics To Measure Trainer Impact On New Hire Attrition

Source: Evolv, 2012

From the summary:
Hourly jobs are known for notoriously high turnover, with many companies experiencing 45-day attrition rates in excess of 30%, meaning for every 100 employees hired – at least 30 quit in the first month-and-a-half of employment. During this same time, employers are investing in these new hires in the form of recruiting costs, wages, equipment and training. Losing an employee during training is more costly than at any other time in the employee lifecycle. Yet, surprisingly little is known about the impact different trainers can have on new hire attrition, both during training and beyond.

Evolv’s analytics group set out to demystify this topic, culling and analyzing data from two different enterprises comprising more than 22,000 hourly employees, 162 trainers, and 17 locations to determine the impact that trainers have on employee attrition, as well as the characteristics that make trainers particularly effective. We found that the best trainers produce employees with 1.8 to 2.8 times higher agent retention.

The study sought to answer the following questions:
• Do individual trainers have an impact on employee retention?
• How much variance in attrition exists between trainers for the same position?
• What type of trainers produce employees that stay longer and are more productive?

The Results:
The Best Trainers Produce Employees that Stay Up to 3 Times Longer
Good Teachers Share Common Characteristics

The study ultimately found that employers of hourly labor can significantly improve retention outcomes by improving their training methodologies. Proper training can have a tremendous impact on how long an employee remains with the company and, by extension, how much value they contribute.