Lowering Attrition Rates with Predictive Analytics
Customer Company Size
Large Corporate
Region
- Europe
Country
- Poland
Product
- Visier
Tech Stack
- Predictive Analytics
Implementation Scale
- Enterprise-wide Deployment
Impact Metrics
- Employee Satisfaction
- Productivity Improvements
Technology Category
- Analytics & Modeling - Predictive Analytics
Applicable Industries
- Professional Service
- Software
Applicable Functions
- Human Resources
Services
- Data Science Services
About The Customer
Sabre is a leading technology provider to the global travel industry, offering a broad range of software and data solutions to help airlines, hotels, and travel agencies manage their operations. With a significant portion of its workforce in technical roles, Sabre relies heavily on its skilled employees to maintain its competitive edge. The company operates globally, with a notable presence in Krakow, Poland, where it faces intense competition for technical talent. Sabre's commitment to innovation and excellence makes it imperative to retain high-performing employees, especially in critical technical roles that drive the company's success.
The Challenge
Sabre, the leading technology provider to the global travel industry, faced a significant challenge with a constant hiring/downsizing project cycle that led to an increase in regrettable attrition of high potential employees from 5% to 9% between July 2017 to March 2018. The company needed to identify the pain points for high-performing employees who were leaving and find a way to retain them. The analysis revealed that voluntary turnover was highest in technical roles, particularly in Krakow, Poland, where there is intense competition for talent. With 20% of its developer workforce residing in Krakow, a higher attrition rate would directly impact Sabre’s operations.
The Solution
To address the challenge of high attrition rates, Sabre utilized Visier’s predictive analytics to review both lagging and leading indicators. They combined this data with their five-point performance ratings to create a scale for high performer employees at risk of exit. This analysis allowed them to predict which top talent had more than a 15% chance of leaving the company, identifying nearly 220 employees at risk. Sabre then implemented specific engagement plans for these employees, including career path discussions, compensation assessments, and role realignment. People leaders partnered with HRBPs and talent managers to increase one-on-one engagement between employees and their managers. Exit interviews revealed that while financial incentives were important, intentional one-on-one engagement had a more significant impact on retention.
Operational Impact
Quantitative Benefit
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