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Mesures de fidélisation des employés

Employee retention metrics are key indicators used by HR teams to track how well an organization retains its workforce over time.

These insights help businesses understand turnover trends, identify risks, and implement strategies to improve employee satisfaction and loyalty. The right set of metrics for employee retention enables proactive decision-making and long-term workforce planning.

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What are employee retention metrics?

Employee retention metrics are data points that measure how long employees stay with an organization and how often they leave. These metrics help assess the health of the workplace and guide retention strategies.

Focus on workforce stability and longevity
Highlight high-turnover departments or roles
Help in benchmarking industry standards
Used by HR to improve retention initiatives

Why are employee retention metrics important?

These metrics give a clear picture of workforce stability and help prevent costly turnover. They serve as early warning signs for cultural or engagement issues.

Allow HR to identify patterns of dissatisfaction
Help reduce hiring and training costs
Inform leadership decisions on engagement and compensation
Support long-term business continuity

When should HR track employee retention metrics?

Tracking should be ongoing and integrated into monthly or quarterly HR reporting. Consistent monitoring ensures timely intervention when retention dips.

After new hire onboarding or probation
During periods of organizational change
Post engagement or satisfaction surveys
Before annual planning or performance reviews

Who uses employee retention metrics in HR?

HR leaders, talent managers, and department heads use these metrics to inform workforce strategies and retention plans.

HR teams to measure effectiveness of people initiatives
Managers to track team-specific turnover
Executives to align talent with business outcomes
Recruiters to improve hiring quality and fit

Where are employee retention metrics typically reported?

They are usually included in HR dashboards, internal analytics tools, or leadership reports to provide visibility into workforce trends.

HRIS and talent management platforms
Company-wide quarterly or annual reports
Executive meetings and board presentations
Talent review sessions and workforce planning

What are examples of employee retention metrics?

There are several key metrics used by HR to track retention. These give both high-level and detailed views of workforce stability.

Overall retention rate: % of employees who stayed during a given period
Turnover rate: % of employees who left
New hire retention rate: % of new employees who stayed beyond 6–12 months
Average tenure: Length of time employees remain with the company
Voluntary vs involuntary turnover: Separates exits by choice and termination
Retention by department or role: Helps identify weak spots

Enquêtes sur le pouls des employés :

Il s'agit d'enquêtes courtes qui peuvent être envoyées fréquemment pour vérifier rapidement ce que vos employés pensent d'un sujet. L'enquête comprend moins de questions (pas plus de 10) afin d'obtenir rapidement des informations. Elles peuvent être administrées à intervalles réguliers (mensuels/hebdomadaires/trimestriels).

Rencontres individuelles :

Organiser périodiquement des réunions d'une heure pour discuter de manière informelle avec chaque membre de l'équipe est un excellent moyen de se faire une idée précise de ce qui se passe avec eux. Comme il s'agit d'une conversation sûre et privée, elle vous permet d'obtenir de meilleurs détails sur un problème.

eNPS :

L'eNPS (employee Net Promoter score) est l'un des moyens les plus simples et les plus efficaces d'évaluer l'opinion de vos employés sur votre entreprise. Il comprend une question intrigante qui permet d'évaluer la loyauté. Voici un exemple de questions posées dans le cadre de l'eNPS Quelle est la probabilité que vous recommandiez notre entreprise à d'autres personnes ? Les employés répondent à l'enquête eNPS sur une échelle de 1 à 10, où 10 signifie qu'ils sont "très susceptibles" de recommander l'entreprise et 1 signifie qu'ils sont "très peu susceptibles" de la recommander.

Sur la base des réponses, les salariés peuvent être classés dans trois catégories différentes :

Promoteurs
Employés qui ont répondu positivement ou qui sont d'accord.
Détracteurs
Employés qui ont réagi négativement ou qui ont exprimé leur désaccord.
Passives
Les employés qui sont restés neutres dans leurs réponses.

How do you calculate employee retention metrics?

The most common formula involves dividing the number of employees who remained during a period by the number at the start, then multiplying by 100.

Retention Rate = (Employees at end of period: New hires) / Employees at start of period × 100
Turnover Rate = Employees who left / Average total employees × 100
Always define the time frame clearly (e.g., annually or quarterly)

Which employee retention metrics should HR prioritize?

HR should focus on metrics that align with organizational goals and address current challenges. The right mix depends on company size, industry, and growth stage.