Top Key Employee Retention Metrics To Track

Modern educational reforms are built on the tenet that every classroom should have a highly qualified, effective teacher. Undoubtedly, attaining this goal will depend on keeping these teachers in the classroom and dismissing unsuccessful ones. Negative effects may result from both the retention of ineffective teachers and the departure of effective instructors. Teacher turnover alone can have a negative impact on student achievement and school performance. We define employee retention and retention metrics in this post, discuss their significance, and offer a list of crucial measures you can use to raise retention rates.

Teacher retention: What is it?

Teacher retention is defined in the same way as other employee retention: the employee decides to remain with their current employer rather than actively looking for another employment, and the employer does everything in its power to prevent the employee from leaving. Employee turnover, in contrast, occurs when workers quit their positions for a variety of reasons and the employer is unable to persuade them to do so.

To monitor employee retention metrics

Your head of the institution can monitor the following staff retention KPIs to increase retention and lower turnover-

• Retention rate 

Education is one of the many businesses, industries, and sectors that each have their own retention rate. The percentage is derived by multiplying the number of employees present at the beginning of a period (such as an academic year, for schooling) by the number of employees present at the conclusion of that time, then dividing the result by 100. 

• Rate of voluntary turnover

The frequency with which employees choose to leave their employer is referred to as voluntary turnover. You can multiply the result by 100 and divide the total number of employees that willingly left the teaching job at your institution during a particular period by the total number of teaching employees the institute had during that same period to determine the rate of voluntary turnover. For instance, if your institute lost five workers out of a total of 50 teachers in a single year, you might divide five by 50 and then multiply by 100 to get the voluntary turnover rate.

• Voluntary departure

The pace at which employees leave the institution involuntarily due to layoffs and terminations is known as involuntary turnover in teaching jobs. You can divide the number of employees your institute had laid off or dismissed over a specific period by the total number of employees in the institution at the same time to determine your institute’s rate of involuntary turnover, then multiply the figure by 100 to discover a percentage. 

• Turnover of talent

Understanding the worth of the people who leave your organization freely can be achieved by calculating your talent turnover rate. Monitoring the skill and value of each departing teaching job employee and taking that into account when calculating turnover may be useful. Giving extra weight to valuable employees is one method to account for the loss of key personnel. This might assist in comprehending the significance of their losses and in formulating plans to retain their most crucial personnel.

• Satisfied with new hires

You may determine whether new hires at teaching jobs are likely to stay with your institution by assessing their satisfaction. Additionally, it can assist you in assessing the success of your hiring and training procedures as well as the quality of the working environment at your school or college. To find out how an employee feels about their employment, you can think about asking them a few questions in the first few months after their start date. In order to give staff members more confidence when expressing their issues, you might also think about employing anonymous questionnaires.