Results
The numbers, with the context behind them.
These are results from our founder's career at a Fortune 10 company, not EIP client results. Every number comes with its scope.
The headline
$18 million a year in turnover cost avoided.
Across about 2,100 people a year who stayed: pharmacists, other region staff, district leaders, a distribution center, and seasonal hires. That is the conservative count, using the low end of the Turn Tax math. At the midpoint it is about $31 million.
Founder's results
Nine results, each in context.
42% to 18%
then as low as 9%
Pharmacist turnover
One region, 348 pharmacists
A competitor opened a large facility nearby, and 72 pharmacists left in six months. Turnover reached 18% about three months after the fixes.
61% to 18%
Region turnover, all employees
About 3,000 employees, in one year
This was the peak of that same crisis. It sounds unbelievable, so please read it with the crisis in mind.
97% to 51%
Distribution center turnover
About 600 employees, in about a year
These are annualized rates. Turnover was about 70% at six months, with roughly $38 million saved (approximate).
16% to 9% to 4%
District leader turnover
24 salaried district leaders
About four leaders quit a year, down to one. Store turnover stress was driving them out. The 9% came within about six months.
42% to 15%
Seasonal hires lost before go-live
About 2,000 hires a season
Hired August to December, with day 1 on January 1, trained and taking calls. About 540 more agents ended up in a seat.
NPS 24 to 81
Net Promoter Score, over two years
The specialty pharmacy side, where our founder led patient experience
Employee experience and customer experience worked together. It was not retention alone.
$104 million
Operating profit (EBIT)
The same two years
From the solutions delivered in that period.
72 to 81
Employee engagement
Our founder's teams, annual survey
Most improved, and number one in the division.
6 to 3 weeks
Time to start a new hire
A pilot region, then 1,200+ stores
Hiring went from 2 weeks to 1, and onboarding from 30 days to 15. It rolled out company-wide.
We say "a Fortune 10 company" and do not name it, its cities or its vendors. The mistakes are told as "we," and the credit goes to the teams who did the work.
What others found
The research says the same thing.
$1 trillion
lost every year to voluntary turnover
Gallup
10.4x
how much more powerful toxic culture is than pay at predicting who loses people
MIT Sloan Management Review
70%
of the difference in team engagement comes from the manager
Gallup
20%
of a worker's pay, the typical cost to replace them
Center for American Progress
52%
of people who quit say it could have been prevented
Gallup
$223 billion
what culture-driven turnover may have cost over five years
SHRM
75%
of employee turnover is mostly preventable, says Work Institute
Work Institute
2.6x
as likely to be looking for a new job, when burned out
Gallup
50%
or more of the U.S. workforce are quiet quitters, by Gallup's count
Gallup
94%
would stay longer if the company invested in their career
LinkedIn
1 in 10
people have the talent to manage, says Gallup
Gallup
$10 trillion
lost to low engagement worldwide, about 9% of global GDP
Gallup
Start with a conversation
Start small. See results in 7 days.
Send us 7 standard columns from your HR system, usually a few clicks to export, for a small group of your employees. No contract or commitment. If it does not surprise you, walk away.