Employee retention has always been a challenge for organizations. Many businesses implement policies based on intuition rather than informed decision-making. However, my journey in research and HR tech has shown that data is the key to transforming how companies address workforce stability.
During my master’s program at the University of Roehampton, I set out to explore why employees leave their jobs and how HR can do better using data. I analyzed real employee experiences, identified trends in turnover, and examined how organizations can use technology and analytics to predict and prevent resignations. My research went beyond surface-level reasons like compensation and work-life balance. It uncovered deeper, often- overlooked patterns that influence retention, such as poor management communication, lack of career development opportunities, and inadequate recognition of employees & Contributions.
One of the key findings from my research was the impact of predictive analytics in HR. By leveraging workforce data, organizations can proactively identify employees at risk of leaving and take steps to improve their engagement. This could be through targeted development programs, mentorship initiatives, or changes in leadership approaches. Data- backed decisions allow HR teams to move away from reactive strategies and build proactive retention plans tailored to their workforce.
This work earned me the CIPD Best Dissertation Prize, but beyond the recognition, it reinforced my belief in the power of data-driven HR. Technology is not just shaping the future of work. It is the present. Organizations that embrace analytics in their HR strategies will have a competitive edge, not just in keeping their best talent but in creating environments where employees thrive.
Data-driven retention strategies are not just beneficial for businesses but also for employees. When HR professionals use analytics to understand pain points, they can create more meaningful employee experiences. Personalized career development paths, real-time feedback mechanisms and AI-driven employee sentiment analysis are just a few examples of how technology can help organizations improve workplace satisfaction and long-term Engagement.
My Motivation Beyond Work: When I am not diving into Product Management and HR Tech, you will find me writing, listening to music, exploring new cultures through food, or reading about behavioural psychology. Learning is a lifelong adventure, and I am always curious about the next big thing in the world of work and technology.
“Technology is no longer a supporting tool in HR; it has become an essential driver of decision-making”.
