What is turnover?
Turnover refers to the rate at which employees leave an organisation, encompassing both voluntary (employee-initiated) and involuntary (employer-initiated) departures. High turnover can indicate underlying issues with job satisfaction, work environment, management, or overall employee wellbeing, leading to significant costs in recruitment, training, and lost productivity.
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Employees are categorised into one of three groups, which reflect the level of risk they are exposed to:
Low risk - No significant factors pointing towards the likelihood of leaving the organisation
Neutral - Minimal significant factors pointing towards the likelihood of leaving the organisation
High risk - Considerable significant factors pointing towards the likelihood of leaving the organisation
How we calculate turnover risk
The total risk score for Turnover is calculated as a weighted average of the scores from four key indices, all based on data gathered from Daily Reflections in the YuLife app.
π§ Science Behind
The Daily Reflections' health questionnaire includes nearly 500 questions, each with its own relevancy period - the amount of time an answer continues to contribute to risk scoring.
Examples:
βDid you exercise yesterday?β β relevant for 1 day
βDo you drink?β β relevant for up to 1 year
A question only influences risk calculations while its relevancy period is active.
The sub-indices are:
Work-life imbalance & stress coping
Perceived control & agency
Social disconnection & support
Burnout
Work-life imbalance & stress coping
This sub-index measures the degree to which employees perceive a healthy balance between their professional and personal lives, and their ability to effectively manage stress. A poor work-life balance and ineffective stress coping are significant drivers of voluntary turnover.
Work-Life Imbalance & Stress Coping is weighted appropriately within Turnover Risk due to its direct impact on employee retention.
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Perceived control & agency
This sub-index assesses an individual's belief in their ability to influence events and outcomes in their life, including their capacity for self-reflection, problem-solving, and goal-setting. A low sense of control and agency can lead to feelings of helplessness and a greater propensity to leave a situation rather than try to change it.
Perceived Control & Agency is weighted appropriately as it reflects an individual's capacity to navigate challenges, influencing their decision to stay or leave.
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Social disconnection & support
This sub-index evaluates the strength and quality of an individual's non-work-related social support network and their feelings of loneliness or isolation. Strong external social ties can act as a buffer against work-related stressors, while social disconnection can exacerbate feelings of dissatisfaction and increase turnover risk.
Social Disconnection & Support is weighted appropriately as external support systems can buffer against work-related stressors, indirectly affecting turnover.
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Burnout
The Burnout Index is weighted appropriately as it is a critical and well-established leading indicator of voluntary turnover.
The total risk score for Burnout is calculated as a weighted average of the scores from its three sub-indices. Learn more.
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β¨ Making use of AI
By having our AI-driven models continually scan the latest publicly available research and learn from it in real time, our burnout model is constantly being refined and improved. This allows us to design more informed question sets and apply evidence-backed weightings to both the questions and their responses. To learn more, see here.