One Size Does Not Fit All

TalentDrain has conducted an extensive research study exploring demographic differences in work values and employee engagement. The analysis was conducted using the TalentDrain database of over 16,000 respondents across the employee lifecycle. The research reveals powerful evidence that organisations need to go beyond a 'One Size Fits All' approach to the retention and engagement of staff.

Demographic Research: Summary and Implications
This report provides a summary of the main findings from the research report and explores the implications for senior managers and HR.

One Size Does Not Fit All: Demographic Differences in Work Values and
Employee Engagement
This report contains the full statistical breakdown of the demographics research.

TalentDrain Survey Reports

"Love 'em, don't lose 'em" - The Australian Employee Retention Survey 2007 [237Kb]
During November 2007, The Australian Human Resources Institute (AHRI) asked their membership to provide feedback on what the HR community is and should be doing to manage staff retention. Over 1000 people, from both HR and business management roles, participated in the HR Pulse survey by AHRI, supported by TalentDrain. Read attached report for a summary of the findings.

The Employee Retention Survey 2008 Summary Report
Dispelling the Myths Surrounding Retention. This is a summary report of the main findings of a survey conducted by TalentDrain from September to November 2007. It follows up and expands a similar survey undertaken during the same months in 2005. 316 HR practitioners from independent organisations in the in the UK completed the survey.

The Employee Retention Survey 2008 Full Report
Dispelling the Myths Surrounding Retention. This is the full report of the findings of a survey conducted by TalentDrain from September to November 2007. It follows up and expands a similar survey undertaken during the same months in 2005. 316 HR practitioners from independent organisations in the in the UK completed the survey.

The Employee Retention Survey 2005 Summary Report [260Kb]
This report summarises the main findings of a survey conducted by TalentDrain to research several issues surrounding employee retention and turnover in the UK. 300 HR practitioners from 300 independent organisations completed the survey during October and November 2005.

The Employee Retention Survey 2005 Full Report [790Kb]
This report describes the main findings of a survey conducted by TalentDrain to research several issues surrounding employee retention and turnover in the UK. 300 HR practitioners from 300 independent organisations completed the survey during October and November 2005.

White Papers

Understanding How to Retain New Starters [147Kb]
Talent Engage is used within organisations to diagnose potential issues within populations of new starters. This Executive Summary provides an overview of the Talent Engage analysis based on data collected from 1,400 employees across 19 organisations. All responses were gathered during the first year of tenure.

7 Key Points to Tackle Staff Turnover [146Kb]
Organisations incur considerable costs when turnover becomes too high; when employees with key skills and talent leave; or when newcomers leave early, representing an investment cost with no dividend. All of these problems are being exacerbated within today’s more ‘candidate-driven’ market where many organisations are already suffering from skills shortages.

Recruitment Without Retention : HR Suicide? [329Kb]
Addressing retention difficulties requires more than just effective recruitment. It is necessary to redress the imbalance in HR investment to encompass the cycle of an employee throughout their tenure with the organisation. Only then is it possible to understand, monitor, and act on the drivers of turnover. In this report, the nature of employee commitment and how it impacts on retention are discussed.

Employee Attrition - Demographic, Situational and Structural Findings [350Kb]
This white paper describes and discusses Talent ExitEye findings based on data gathered from leavers in over 30 organisations across a variety of industrial sectors.