This carefully designed dashboard aims to improve how we manage our organization by using data to enhance how well employees perform and stay with the company. It brings together various measures, like performance, engagement, attrition, and satisfaction, to be a useful tool for decision-makers. The goal is to give quick, real-time insights so we can act fast to lift employee spirits, find areas to make things better, and put in place specific plans that encourage a culture of growth, support, and empowerment.
The key steps involved in this project include:
- Data Preparation/Cleaning
- Analysis and Visualization
Data Preparation/Cleaning
Cleaning the data involved tasks like filling in missing information, fixing how data is recorded, and setting the appropriate column headers. Doing this early on made it easier to learn more from the data. Making sure the data is good quality helps the organization understand what employees go through daily, making it easier to make decisions and create a friendly workplace.
Furthermore, I created two new measures to enhance the analysis. The first measure, “Attrition Rate,” is calculated by dividing the attrition count by the total number of employees. I employed the divide function for this calculation, providing a clear perspective on the attrition percentage.
Additionally, I introduced the “Active Employees” measure, derived by subtracting the sum of attrition count from the sum of employee count. This measure helps identify the number of employees who are still active in the organization. These measures contribute to a more comprehensive understanding of employee dynamics within the dataset.
Analysis and Visualization
As I mentioned before the goal of this project is to carry out an employee retention rate for an organization. An Employee Attrition analysis should answer the following questions:
- What is the current rate of employee departures observed within the organization due to voluntary reasons?
- From which academic fields did the departing individuals obtain their educational qualifications?
- What age groups constitute the segment of employees departing from the company?
- How does attrition vary based on the number of years employees have spent at the company?
- How does attrition differ across various income groups within the organization?
- What is the current rate of employee departures observed within the organization due to voluntary reasons?
The organization has a departure rate of 16%. This means that 237 employees left voluntarily during the studied period. The average salary of departing employees is $6.5k, which is important to understand how attrition affects our workforce and finances. The average age of the departing employees is 37 years.
2. From which academic fields did the departing individuals obtain their educational qualifications?
I picked a donut chart to illustrate the diversity in employees’ educational backgrounds because it makes it easy to distinguish each group separately. Upon analysis, it’s apparent that the largest proportion of departing individuals, totaling 38%, have backgrounds in Life Science. Following closely are individuals from Medical backgrounds, making up the next significant portion. Interestingly, a notable percentage of departures come from individuals with marketing qualifications. Lastly, those with technical degrees represent the smallest fraction in the chart, accounting for only 14% of the total.
The high number of departures among those with Life Science backgrounds shows the need for focused attention and strategic efforts to reduce attrition in this group. Conversely, the lower departure rate among employees with technical degrees suggests there may be effective retention factors at play. Understanding these trends provides the company with insights to develop targeted retention strategies, particularly for individuals with Life Science and medical backgrounds.
3. What age groups constitute the segment of employees departing from the company?
The bar graph shows that the highest number of employees leaving is in the age group of 25 to 34 years old, with a total of 112 individuals. Among them, 69 are males, as shown in the chart. Moving to the next age category of 35 to 44 years old, there are 51 departures, which is notably lower compared to the 25–34 age group. On the other hand, the age group of 55 and above has the fewest departures when compared to the other analyzed segments.
Examining departure rates across various age groups in the organization uncovers distinct patterns. Employees aged 25 to 34 range display a greater inclination to leave, while individuals aged 55 and above demonstrate notably lower rates of departure. This emphasizes the need for precise retention strategies designed to address the unique concerns and goals of younger employees. Implementing initiatives centered around career development, mentorship, and work-life balance could prove particularly effective within these age brackets.
4. How does attrition vary based on the number of years employees have spent at the company?
When looking at how many people leave the company in relation to their years of experience, a clear pattern stands out. Employees who have been with the company for 10 years show a much lower rate of leaving, with only 18 individuals, compared to the higher departure rate among those with 0–3 years of experience, totaling 59 departures.
5. How does attrition differ across various income groups within the organization?
The insights drawn from this analysis indicate that there is a correlation between salary levels and attrition rates within the company. Employees earning up to $5,000 experience the highest attrition, suggesting a potential relationship between lower salaries and turnover. Additionally, the observation of lower attrition rates among employees with salaries of $15,000 or more implies that higher compensation may contribute to enhanced employee retention. This highlights the importance of considering salary structures in retention strategies and potentially addressing challenges associated with lower income brackets.
Final Notes:
The dashboard includes buttons that, when selected, filter out specific data. These buttons allow you to sort data based on gender (males or females) and marital status (divorced, married, or single). If needed, you can choose multiple options simultaneously by holding down the control button on your keyboard.
From the image above, you can see that the choices for “male” and “single” have been selected. This means the dashboard will now display data only for individuals who are both male and single.
Conclusion
In summary, the thorough analysis carried out using Power BI provides valuable insights into different aspects of employee attrition. The trends highlighted in this report point to important areas that need attention and specific actions to enhance employee retention within the organization.
You can interact further with the dashboard here
Additional insights can be extracted from the dashboard, and I welcome your comments and suggestions for improvement. I hope you enjoyed this article. Thank you for taking the time to explore the dashboard and read the article. Your feedback is appreciated.
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