Introduction

Lots of effort (and money) is invested in hiring the right people. We often check in with them during the first few months and almost every organisation asks why they resign.

But what about the bit in-between?
The point at which things just start to go a little awry and people start thinking about moving on. At great{with}talent we probably have the largest bank of Exit Data in the UK, which tells us that 12-24 months is the major danger of leaving period.

You might gather feedback from engagement surveys and yet still people leave you because they tell you nothing about individuals.

You might rely on a performance or development review with a manager. Come on, be honest, how good do you really think those conversations are? Good people are still leaving, so that can’t be working well.

FindingPotential Drivers will help you to:


  • Identify if an individual is intending to stay or leave.

  • Provide absolute clarity on what is really important to the individual whilst also helping to understand their current experience of working for you.

  • Generate actions that will increase personal engagement and reduce the chance of resignation.

 

What we measure


At the cornerstone of our products is a well researched model of occupational enagement and retention. The model comprises fourteen areas known to affect levels of engagement of people within organisations. Using this underlying model, Drivers takes approximately 20 minutes to complete and measures the following:

What drives you

This is how important a candidate judges the fourteen areas in terms of maintaining their commitment to any organisation. This is a fundamental measure of engagement.

Your experience

Each of the fourteen areas are rated in terms of current satisfaction/experience. Ideas from the candidate for actions/interventions that will increase engagement are prompted where low satisfaction is indicated.

Your performance

The extent to which the candidate has:

  • Clarity - how clear they are in relation to what is expected and how performance is measured.
  • Confidence - the extent to which they feel they will be successful.
  • Enablement - the extent to which they feel that the organisation provides the necessary support to be successful.
Engagement level

Whether the candidate is engaged, disillusioned or considering leaving the organisation.



Example Report


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