• High voluntary employee turnover
• Loss of talent and institutional knowledge
• Increased recruitment costs and time
• Low employee engagement and morale

1. Health Check

• Conducted an employee engagement survey covering communication, leadership, performance management, pay and benefits, health and well-being, and resources
• Analysed survey results and conducted focus groups to uncover underlying issues
• Engaged employees in identifying workplace needs and solutions

2. Implemented Actions

• Established employee collective groups to organise social events
• Implemented a regular coaching and feedback process for performance management, development and recognition
• Developed a structured career pathways program
• Conducted stay interviews to understand why employees stay and identify areas for improvement
• Celebrated success through a reward recognition program
• Introduced volunteer days and enhanced the employee wellness program
• Reviewed and improved onboarding and exit processes for a seamless experience

• Decrease in recruitment time, fees, and spending
• Increased employee experience, engagement and satisfaction
• Improved employee retention and reduced turnover
• Enhanced workplace culture and morale

• Employee feedback is crucial for identifying and addressing workplace issues
• Regular recognition and celebration of achievements boost employee morale
• Structured career development programs help retain talent
• A positive onboarding and exit experience contributes to overall employee satisfaction
• Tracking people metrics is essential to measure the effectiveness of human resources initiatives