Episode 3 – Data Analytics

Jacob Rizada
Juleth Alvior

1. YTD Data on DBS Attrition

Insights:

a. According to the data above, the biggest cause for voluntary attrition is pursuing another
professional opportunity, which accounts for around 53.96% (34 out of 63) of the total. This
might imply that former workers feel underappreciated, that there is a bad work-life balance, or
that there is a lack of recognition or professional advancement.
b. The secondary driver of voluntary attrition is personal factors, which account for 34.92% (22 out
of 33). This might imply that the employee who quit had ambiguous reasons for leaving the
organization owing to considerations she didn't want to discuss or lie about.

2. Causal Factors driving the Current Performance

Problem:

Former Employees resign due to seeking other career opportunities or due to personal reasons.
Episode 3 – Data Analytics
Jacob Rizada
Juleth Alvior

3. Actions to Drive Improvement

Episode 3 – Data Analytics
Jacob Rizada
Juleth Alvior
a. Foster a pleasant work environment

The work environment is the location where employees carry out their duties. When the
weather is nice, employees may be motivated to come to the office, interact with their
teammates, and produce high-quality results. Create an environment in which the employees
feel at ease and motivated to come up with new ideas. For example, design open floor layouts
to make managers more approachable and to foster cooperation with peers or build an
interactive or leisure room where employees can vent out their stress.

b. Prioritize professional growth

Professional development enables employees to become more adept in their positions as their
careers progress. Give employees opportunity to expand their skill set. They might see that their
employer is invested in their success, which can add to the perception that organization is a
good place to work. For example providing free participation in an educational course that
teaches and provides certifications on how to be proficient to new and trending field of work
like cybersecurity, programming, data analytics, etc.

c. Provide competitive pay and benefits.

It is critical that your compensation plans and benefits packages match the employee's work
duties and qualifications. Employees may be more satisfied with their employer if they believe
they are being paid fairly. Investigate the average earnings of occupations in your field. If the
earning potential is equivalent to that of other organizations, you might consider ways to
differentiate your employment from rivals. Here are several examples:
1. Tuition assistance to those employees taking masteral or other certifications
2. Generous dental insurance
3. Shared membership in a gym – (not just employee discount), other companies have
this setup where they have a specific number of gym membership and employees
can borrow the access for a day from the company custodian.
4. Paid mandatory block leave

d. Distribute satisfaction surveys that is not tied with annual performance bonus

The findings of satisfaction surveys can provide insight into how employees feel about
working for the company. Their anonymous replies may inspire them to be candid, which
might provide insight into how to make the company culture more welcoming to them. Pose
questions to gauge their happiness with management, training opportunities, and salary.