Ambry Genetics Slashes Voluntary Turnover from 20% to 9% Through Data-Driven Culture Transformation

The Opportunity

Three years ago, Ambry Genetics arrived at a crossroads. The organization's shift from a "growth at all costs" model to a profitability-focused approach, while necessary for long-term sustainability, created significant disruption. Employee engagement scores dropped by 7%, turnover increased beyond normal levels, and workforce morale suffered as the organization grappled with this strategic transformation. The organization needed a systematic approach to address declining morale while supporting its new strategic direction.

The Solution

Ambry implemented a deliberate, multi-year strategy that targeted one specific focus area each year, based on employee feedback. This methodical approach allowed them to make meaningful progress in key areas while maintaining alignment with broader organizational objectives.

In Year 1 (2022), they focused on role clarity and performance management through their Precision Talent program. This included implementing biannual performance assessments with role-specific scorecards and structured feedback processes. Year 2 (2023) centered on communication, introducing quarterly All Hands meetings with C-suite leaders, monthly "Ambry at Work" calls, and CEO Roundtables where leadership engaged directly with each department.

For Year 3 (2024), they turned their attention to recognition, launching enhanced service awards, revamping their Ambry All Stars program, and implementing department-specific recognition initiatives. Each year's focus was supported by company-wide, department-level, and manager-specific actions to ensure comprehensive implementation.

The Impact

Voluntary turnover dropped dramatically — from 20% in early 2022 to 14% in 2023, and further down to 9% by the end of 2024. Employee intention to stay increased steadily, rising from 73% in 2022 to 82% in 2024, while willingness to recommend Ambry as a great place to work climbed from 70% to 77%.

Each year's focused initiatives delivered significant improvements in their target areas:

• Performance management favorability rose substantially, with manager communication of expectations increasing from 78% to 84%
• Company-wide communication effectiveness jumped from 67% to 79%
• Senior leader communication showed marked improvement, increasing from 69% to 81%

The organization's methodical approach to rebuilding engagement proved particularly effective in its performance management initiatives. Understanding of performance evaluation increased by 8%, while regular feedback satisfaction rose by 5%. The overall Performance Management category saw a 5% improvement, reaching 81% favorable.