Employee retention analysis


"It is only with committed employees that one can create the right environment for customer retention and sustained success in the market"

Employee retention plays a significant role in the context of customer retention and companies' enduring success within their markets.

This is why we have developed the Impulse Employee Retention Measurement Model which, as a stand-alone approach, evaluates your employees' retention towards the company and, in combination with our Customer Retention approach, provides important insights for enhancing customer retention.

What insights can be gained from the Impulse Employee Retention Measurement Model?

The model shows you...

  • the proportion of committed and high-risk employees within the workforce,
  • how to control the proportion of committed employees, and points out the factors determining the retention of your employees,
  • how employees rate the factors important for employee retention in your company, and
  • the measures for improvement that can be derived from all this

How committed are your employees?

We establish for you the degree of retention felt by your employees. In addition we show you the proportion of employees who feel inclined to leave or who feel 'trapped'.


What criteria are of relevance in establish-ing employee retention?*


*  The criteria shown are merely examples and can be adapted to your requirements.

What information do individual departments or locations receive?

Within the framework of a employee retention analysis it is often necessary to distinguish between different departments / locations or the like.

Given sufficiently large employee numbers, our approach can also supply the desired data at departmental level, or provide concrete recommendations for action destined for certain departments or locations.

Employer Branding

An employer brand is the mental image of a company as an employer that is firmly embedded in the minds of potential, current and former employees. Employer branding is the strategic and operative management of the employer brand.

To support the strategic and operative management of an employer brand we have developed an approach that provides a realistic representation of the decision-making situation when it comes to choosing a work-place.

The advantage of our approach is that the respondent (= 'potential member of employee') has to decide between several offers of employment that do not necessarily represent their ideal. This leads to more sharply defined results in terms of their preferences when choosing a workplace.


By surveying the global employer brand, it is possible to establish an actual situation that can be refined with the help of qualitative concomitant research. To this end, various aspects of employer image such as 'likable', 'flexible', 'modern', 'creative', 'elitist', etc. are evaluated in terms of their

  • markedness,
  • meaning (what is modern?) and
  • importance.

Taken together with the importance of the global employer image as established, it is then possible to target and identify potentials for optimisation.