Employee turnover is normal in any business, but high employee turnover can be a cause for concern. High employee turnover is damaging to team motivation and dynamics, efficiency, and a company’s bottom line.
It’s difficult for HR professionals to identify which employees are at risk of leaving the organisation in the next 3 months, let alone whether an employee’s departure will lead to skill/resource constraints. But HR professionals are expected to proactively identify these risks, and work on risk mitigation strategies with the wider business. Dynamic companies require dynamic HR reporting tools, which Excel is not.
With Anna, HR professionals can spot behaviour patterns to identify employees at-risk of leaving. This allows HR to proactively engage with the business, and incentivise high performing employees to stay.
They can ask Anna questions that they would ask a human data analyst, so they don’t need technical skills in order to find insights. Ultimately, HR professionals can leverage Anna to inform decisions and create effective, people-centric HR strategies.
For more information, here is a guide on the data structure and sample questions on how to implement this solution.
“When I saw Anna, I saw a huge potential in being able to open information to our people and being able to do it in a way that allowed them to inquire from their own point of view, I was blown away.”
"We use Hyper Anna to report from a sales perspective, it’s much faster to get data insights. The less time we spend creating reports, the more time we get to spend with our customers."
“Anna does really change the way we operate and run our organisation, so from a data perspective, absolutely a game changer.”