5 Signs Your Employee Turnover is Preventable
High attrition kills momentum. According to SHRM, the cost to replace an employee can range from 50% to 200% of their annual salary. But most HR teams only analyze turnover after it happens (via Exit Interviews).
Predictive analytics allows you to intervene earlier. By analyzing your existing HRIS data (BambooHR, Workday), you can spot "Flight Risks" weeks in advance.
1. The "Overtime" Correlation
Our analysis of 50,000 anonymized employee records using Lumina's Regression Model shows a strong non-linear correlation between overtime and attrition.
- 0-5 Hours/Week: Healthy.
- 5-10 Hours/Week: Productive, but risk increases slightly.
- 15+ Hours/Week: Attrition risk triples if sustained for >4 weeks.
2. Stagnant Promotion Timelines
"Time since last promotion" is a key variable. If an employee is a "High Performer" (Rating > 4.5) but hasn't had a title change in 24 months, Lumina's Classification Model often flags them as a high churn risk.
3. Discrepancy in Market Rate
Internal equity is important, but external equity drives resignations. Compare your Salary column against industry benchmarks.
How to Predict this in Lumina
Try this workflow:
- Export your employee roster to CSV.
- Upload to Lumina.
- Go to AI Models and select "Setup Training".
- Target Column:
Attrition(Yes/No). - Algorithm:
Decision Tree.
Lumina will generate a "Feature Importance" chart showing exactly which factors (Salary, Manager, Overtime) are driving people to leave.
Read more on Harvard Business Review about the science of retention.
Predict Turnover Before It Happens
Upload your HR data and let Lumina's retention model flag at-risk employees today.