Prudential Cuts Top Talent Turnover 40% Through Predictive Listening Analytics
- Reduced top talent turnover rate by 25%
- Decreased turnover volume by 40% in six months
- Increased internal mobility among high-potential employees
The Opportunity
During a period of significant organizational change, Prudential identified a concerning pattern in their workforce data: while overall voluntary turnover was decreasing, quit rates among top talent were trending upward. This divergence was particularly troubling as it affected high-potential and high-performing employees in key pay grades — precisely the talent the organization needed to retain during transformation.
The challenge wasn't just about identifying at-risk employees; it was about developing a systematic approach to predicting and preventing unwanted departures among their most valuable talent. Traditional retention methods weren't sufficient to address this targeted challenge.
The Solution
Prudential partnered with Perceptyx to conduct a sophisticated multi-year analysis, combining data from engagement surveys, exit surveys, and voluntary turnover records. Their goal was to validate the predictive power of their "intent to stay" survey question and develop a more precise understanding of retention risk factors.
The analysis yielded a key insight: employees who responded unfavorably to the "intent to stay" question were 6x more likely to leave within the year. This finding transformed a simple survey question into a powerful predictive feature. Using this validated measure, combined with targeted text analysis from their 2024 engagement survey, they identified specific segments of top talent and senior leaders at highest risk of departure.
Armed with this precise intelligence, Prudential's HR organization developed a surgical approach to retention. Rather than implementing broad-based programs, they focused on individualized interventions for their most at-risk talent. Their strategy included targeted stay conversations, executive coaching, and personalized career development planning.
The Impact
The results of Prudential's data-driven approach to retention were dramatic and swift. Within six months, they achieved a 25% reduction in the voluntary turnover rate among top talent, with the absolute volume of departures dropping by 40%. These improvements were particularly significant given the challenging context of organizational change.
The impact extended beyond retention metrics. The organization saw an increase in internal mobility among their high-potential employees compared to the previous year, suggesting that their enhanced focus on career development was helping retain talent by creating new opportunities within the organization.
The success of their approach validated the power of combining predictive analytics with targeted interventions. By allowing data to guide their retention strategy, they could focus resources where they would have the greatest impact. Local leaders could make precise adjustments to their talent strategy, team design, and objectives based on specific risk factors identified through the analysis.