By this point, it’s become clear that remote work isn’t a passing trend, but a permanent shift in the way we work. It’s not only changed where we work, but also how we approach teamwork, productivity, and even company culture. If you’re thinking about shifting to a remote or hybrid work model, it’s important to have a proper remote management tool in place. 

A common theme among successful remote companies is that they integrate a robust set of remote management tools that support remote team communication, collaboration, and productivity. With the right Remote team management tools, you can bridge the gap between physical and virtual workspaces, creating a sense of connection and collaboration among team members. 

However, with the rise of remote working, we are spoiled with choice when it comes to remote employee management tools. To help you navigate through this, we’ve narrowed them down to eight categories of must-have remote management tools.

The Rise of Remote Work

While many associate the rise of remote work with the COVID-19 pandemic, this trend has actually been steadily growing prior to the pandemic and over the last decade.

Taking Singapore, Australia, New Zealand, and Australia as an example, 5.2% of employed individuals worked remotely before the pandemic, which was the highest percentage across the 4 surveyed regions (North America, Europe, and Latin America). 

COVID-19 simply accelerated the shift to remote work, leading at least 36% of the APAC workforce to work remotely by November 2020. APAC also saw the largest increase in remote work, with 40% of employees either working remotely or preferring to do so post-pandemic. 

Combined, these statistics indicate a major shift towards remote work, with no signs of slowing down anytime soon.

Key Drivers for Remote Work Shift

The shift to remote work didn’t happen overnight and is the result of several key drivers that, together, have enabled this trend to take hold. These include:

Technological advancement

From high-speed internet connection to cloud-based software and communication tools, advancements in technology have greatly facilitated remote work. Additionally, advancements in cybersecurity have made it safer for companies to allow employees to access sensitive information from remote locations.

Considering that the APAC has been a front-runner in terms of internet users and technology adoption at large, it explains why the region has seen a significant surge in remote work.

Read next: Harnessing Automation: AI Tools for HR in 2024

Economic factors

The high cost of living in major cities and the need for companies to cut down on overhead expenses have also led to greater adoption of remote work. With remote workers not requiring physical office spaces, this translates into substantial cost savings for businesses from office spaces and associated overhead expenses. 

Similarly, for employees, remote work reduces the cost of commuting, work attire, and other expenses associated with traditional office jobs. This makes it a double win for both employers and employees, leading to a greater shift towards remote work.

Employee preferences

Nowadays, to retain and attract top talent, companies need to offer flexible work options. With the younger workforce (Millenials and Gen Z) placing a higher value on employee wellbeing and work-life balance, remote work has become a key factor in employee satisfaction. 

This has led to companies adapting to this new trend to stay competitive. Otherwise, they risk losing their best employees to companies that offer remote work options. This is evident with statistics such as that one in two workers in Singapore say that they would leave their current job if they were forced to go to the office more often.

Learn more: The 4 Skills People Leaders Need For the Future of HR and the Gen Z Shift

Global talent pool

Businesses that offer remote work opportunities can tap into a global talent pool, giving them access to a diverse range of skills and expertise. This shatters geographical boundaries and allows companies to hire the best talent regardless of their location. 

On top of that, it also allows businesses to have a constant work cycle if needed, increasing efficiency and overall productivity.

Additional reading: 10 DEI Policies Your Organization Needs and How to Implement Them

Top 8 Remote Management Tools

Remote management tools make remote work a viable and effective option, but only when the right ones are used. The key lies not just in selecting any tools, but in curating a toolkit that aligns with your team’s specific needs and workflows.

These eight categories, each serving a specific purpose, make up the backbone of remote work management.

1. Communication and collaboration tools

A productive team is one that communicates clearly and effectively. This is precisely the purpose of remote management tools for communication and collaboration. They facilitate real-time communication via messaging (text and audio), video conferencing, and screen sharing to keep team members connected, no matter where they are.

Most of them also offer additional features, such as whiteboards, file sharing, and shared calendars to enhance collaboration. Some popular and user-friendly remote management tool options in this category include Slack, Microsoft Teams, Google Meet, and Zoom.

Read next: Slack Tips and Tricks for More Productive HR Teams

2. Project management and task-tracking tools

Project management and task-tracking remote management tools are those that help teams organize workloads, assign tasks, set deadlines, and track progress. These are essential for empowering your team to stay on top of their work and stay accountable.

With features like to-do lists, dashboards, charts, project views, automation, and integrations with other tools, they make sure nothing falls through the cracks. Some of the well-known remote management tool options for project management are Asana, Trello, ClickUp, and Monday.

3. Time tracking and productivity tools

Time tracking remote employee management tools don’t necessarily mean micromanaging your team every minute, but rather helping them stay focused and productive throughout their workday. They also help with tracking billable hours for freelancers and contractors, and managing team schedules.

These remote management tools are famous for features like time tracking for tasks and projects, time summaries, productivity reports, and invoice generation based on hours worked. Some popular options in this category are Toggl, Harvest, Clockify, and RescueTime.

4. File sharing and cloud storage tools

To avoid the classic email attachment frenzy, teams need a centralized location and organized way to store and share documents and files with one another. File sharing and cloud storage tools not only provide a secure way to store files but also enable easy collaboration on shared documents.

Such remote management tools provide features like file versioning, access control, password protection, and automatic backups–to name a few. Trusted options in this category include Google Drive, Dropbox, OneDrive, and Box.

5. Remote desktop and access tools

Certain roles often require remote desktop access to work on tasks or access files from a different location. Remote desktop and access tools allow for secure and efficient control of a remote computer, making it easier to troubleshoot technical issues and complete tasks from anywhere.

These remote team management tools are known for their ability to share screens, transfer files between computers, and grant temporary access to remote devices. Some options for this purpose are TeamViewer, AnyDesk, Chrome Remote Desktop, and Splashtop.

6. Employee engagement and productivity tools

One of the biggest challenges of remote work is maintaining a sense of connection and engagement among team members. Employee engagement and productivity tools can help bridge this gap by providing platforms for virtual team building and communication.

Some features you’ll likely find in these remote employee management tools are reward and recognition systems, mockups of social media feeds, employee survey creation and analysis, and engagement insights. Examples of such tools include Culture Amp, Motivosity, Bonusly, and WorkTango.

7. Security and data protection tools

From online security threats to data breaches, remote work can pose significant risks to sensitive information and company data. Therefore, proper security and data protection tools aren’t an option, but a necessity for remote teams.

These remote management tools can include password managers like LastPass, firewalls like Norton, virtual private networks (VPNs) like Express VPN, and data backup and recovery services like Acronis. The more sensitive your work is, the more advanced and robust security measures you’ll need to put in place.

8. All-in-one HRIS

It’s not always convenient to have a separate tool for every purpose, and orienting employees on multiple platforms can be time-consuming and confusing. On top of that, it can be challenging to keep track of employee data scattered across different remote employee management tools. 

That’s why many businesses seek an all-in-one Human Resource Information System (HRIS) that integrates several functions, from task and workflow management and time tracking to performance management and payroll. 

Having an HRIS not only streamlines processes but also provides a centralized database that is easily accessible, reducing redundancy and the likelihood of errors. Top HRIS options include Omni, BambooHR, Gusto, and Rippling.

Learn more: 5 Reasons to Switch to an All-In-One HR Software

Empower Your Remote Workforce with Omni

Embracing HRIS as a remote management tool is a powerful strategy to enhance efficiency, accuracy, and employee experience within remote organizations. By integrating AI into remote HR practices, organizations can optimize talent acquisition, streamline performance management and promote employee engagement.

Omni is an all-in-one HR software designed for growing businesses to reach their full potential. Our user-friendly platform helps you improve employee engagement and efficiency, streamline processes, increase productivity, and save time on administrative tasks for more strategic efforts that drive business results.

Our employee self-service portal empowers remote employees to submit their time off requests, which automatically routes to the appropriate manager thanks to customizable approval workflows. To make things easier, Omni seamlessly integrates with your team’s favorite remote management tools such as Slack, enabling managers to receive and manage time off approvals directly within the messaging platform, removing time-consuming steps from leave management with a quick push of a button.

To learn more about how Omni can help improve your remote business functions and liberate your HR team, book your demo with our team.

For a long time, assessing intangible aspects like employee morale, job satisfaction, and happiness has been difficult, resulting in hit-or-miss solutions like pizza parties and yoga classes. But what if we could take a more systemic approach to developing an employee wellbeing program? 

What is an employee wellbeing program?

Now, we’re not talking about the traditional Employee Assistance programs (EAPs), which see low utilization rates of 3 to 6%.  In contrast, a modern employee wellbeing program adopts a holistic and proactive approach to employee health, encompassing not just health insurance and subsidized GP visits, but also robust mental health support. They provide access to self-care resources, including coaches, counselors, and psychotherapists, aiming to address issues before they escalate into serious concerns.

Why an employee wellbeing program is important

The value of employee wellbeing programs is underscored by their impressive return on investment. According to the World Health Organization, workplace mental wellbeing programs can yield up to $4 for every $1 invested. This demonstrates that these programs are not only beneficial for employees—improving their physical and mental health, work-life balance, and job satisfaction—but also for employers, leading to reduced absenteeism and presenteeism, increased efficiency, and enhanced employee engagement.

What are HR analytics?

HR analytics includes data collection and analysis to drive human resource decisions. Some examples of basic HR analytics include tracking attendance and turnover rates. However, advanced HR analytics go beyond administrative bookkeeping. They bring about deeper, insightful data insights aimed to enhance employee wellbeing programs.

How HR analytics inform employee wellness programs

With HR analytics, organizations can:

• Identity risk factors and intervene: By uncovering patterns in employee behavior, HR analytics enable proactive support and intervention.
• Make data-driven decisions: Analytics provide accurate insights into employee experiences, replacing guesswork with data-backed decisions to shape effective workplace wellness programs.
• Measure program effectiveness: Analytics track the impact of wellness programs, allowing HR to continually refine programs for better outcomes.

5 Steps for Building Data-Driven Workplace Wellness Programs

Creating an effective workplace wellness program requires more than just good intentions—it demands a strategic, data-driven approach. Here’s a five-step framework to guide you in building a program that leverages HR analytics for maximum impact.

1. Collect relevant HR analytics

As a start, you’ll need to collect relevant HR analytics. Start small by focusing on a few key metrics that matter most to your organization mission and goals, and focus on actionable insights. 

Examples of HR metrics to consider when developing your workplace wellness programs include:

• Leave data: Monitor absences due to illness or mental health issues to assess the cost of absenteeism and presenteeism.
• Performance data: Identify performance dips that could indicate employee burnout or productivity issues.
• Employee wellbeing: Evaluate job satisfaction, stress levels, and work-life balance.
• Benefits utilization: Assess how employees use wellness resources, like WFH days, and mental health support, to gauge engagement.

It’s also important to ensure employee data management is kept secure, anonymised, and used ethically throughout the entire process. 

Read next: Employee Data Management: How HRIS Can Help Achieve Accuracy and Security

2. Identify risk factors, trends, and areas of need for your employees

Next up, identify risk factors, trends and areas of need for your employees. This makes it easier to craft an effective employee wellbeing program that caters to their needs, increasing utilization and adoption rates. 

Identifying trends can highlight areas needing attention. For instance, persistent salary stagnation might signal the need for a pay equity analysis. If resignations are clustered in specific departments or follow leadership changes, conducting detailed exit interviews and implementing 360-degree appraisals could provide valuable insights. Additionally, if diversity, equity, and inclusion (DEI) issues are evident, it may be time for leadership to undergo unconscious bias training.

Learn more: 4 Common Performance Appraisal Biases (and Tips to Avoid Them)

Here are other red flags to consider:

Job and compensation history

• Frequent job changes (in less than 1 year)
• Lack of career progression
• Flat salaries with minimal bonuses

Headcount trend and attrition rate 

• High turnover (over 20% annually) 
• Sudden spikes in resignations
• Loss of key talents
• Flat or declining headcount 
• Inconsistent hiring patterns 

Diversity, equity, and inclusion

• Representation gaps 
• Pay equity gaps
• Promotion rates disparities

3. Design targeted and evidence-based wellbeing program

Your findings from Step 1 and the gaps identified in Step 2 will shape your employee wellbeing program. Now’s the time to turn those insights into actionable strategies.

• Address burnout: If your leave and performance data indicate burnout, it might be time to reassess your work-life balance policies. Consider implementing flexible work arrangements or additional wellness days such as mental health days to alleviate stress.
  
• Build resilience: If stress levels rise during peak business periods, equip employees with strategies to manage their stress effectively. This could include offering workshops on emotional regulation or providing access to mindfulness resources.
  
• Destigmatize benefits use: If employees are reluctant to use their benefits due to fear of negative perceptions, focus on destigmatising these resources. Promote a culture where seeking support is encouraged and normalized, perhaps through awareness campaigns or leadership endorsements.

4. Launch and track key metrics to measure success

After implementing an employee wellbeing program, monitor both short-term and long-term metrics. In the short term, track utilization rates and changes on absenteeism and presenteeism. In the long term, assess its effects on broader workplace outcomes like employee turnover, morale, and engagement. 

By comparing these metrics before and after implementation, you can effectively measure the program’s success and even determine its ROI in dollars and cents.

5. Utilize ongoing HR analytics to refine program for optimal results

HR analytics will be your guiding light as you continue refining your program. For instance, if utilization rates are low for your global workforce, consider localizing your workplace wellness programs to suit cultural contexts and local vendor availability. 

However, extremely high utilization or oversubscription may suggest an employee wellbeing crisis. In this case, consider training managers and leaders with skills needed to provide relevant support. For example, Mental Health First Aid™ (MHFA) training can equip them with the skills needed to support team members’ mental health effectively.

Omni Tip: Consider mental health ambassadors within your organization to support, lead and implement your employee wellbeing programs!

Leverage Technology to Champion Employee Wellbeing

Modern problems require modern solutions, and HR analytics can be the answer to an effective employee wellbeing program. 

Common challenges in implementing HR analytics, such as data availability, migration, and security, often hinder progress, but Omni eliminates these obstacles. 

Acting as a single source of truth, Omni integrates data from various sources like payroll, time-off, and employee profiles, ensuring consistent and accurate HR analytics. Transitioning data from previous systems or spreadsheets can be time-consuming and error-prone, but our local support team assists with data input and workflow setup, ensuring a smooth transition. Additionally, protecting sensitive employee data is paramount; OmniHR is ISO 27001 certified and uses end-to-end encryption to guarantee maximum data protection.

One of primary challenges HR leaders and employers face in the workplace is developing strategies to minimize employee turnover. This is because retaining employees involves understanding their diverse needs and motivations, addressing issues that affect job satisfaction, and implementing effective employee retention programs. 

However, big data is considered an effective tool in tackling these challenges, as it provides insights into trends, reasons for turnover, and employee satisfaction levels.

In this article, we will demonstrate how using attrition and retention data can empower your business to make informed decisions that enhance employee satisfaction and in turn, reduce turnover rates.

Understanding Employee Retention

Employees are every company’s greatest asset. This is because they bring in skills, creativity and innovation which are critical for the company’s success. Smart employers who know this spend time and resources looking for the best talents who can contribute to the growth and competitive advantage of the business. 

The difficult thing is all this investment can go to waste if HR leaders and managers don’t develop retention practices to prevent their talents from leaving. 

You understand the costs associated with hiring; now consider the significant expenses incurred when losing employees. When this happens, businesses take a financial hit, face disruptions in productivity and potentially lose their best talents to their competitors when they miss out on adopting employee retention strategies. 

Attrition vs Retention

To understand how attrition and retention is measured, you must know the similarities and differences of each. Here we explain each concept.

What is attrition?

Attrition, also known as employee turnover or labor turnover is a measure of the percentage of staff who leave the company during a particular period. 

Read next: What is Attrition Rate? Tools and Tips to Calculate, Analyze and Improve Your Team’s Retention

Turnover is classified into two different types such as voluntary turnover or involuntary turnover.

Voluntary turnover occurs when an employee decides to quit due to: 

• Pay benefits: Staff who feel they are not paid fairly or that some other company will pay them higher, will lead to them being dissatisfied. This eventually causes them to leave. According to a study conducted by the Pew Research Center, 63% of the respondents mentioned low pay as a primary reason for leaving their job. 
• Role mismanagement: This can happen when the employee perceives their job scope to be ambiguous or disconnected.
• Workload: 46% of HR leaders claim that employee burnout could be responsible for as much as half of all workforce turnover. If an employee is overloaded with work, it could cause high stress levels, decreased productivity, and potential resignation. Contrastingly, if employees have limited tasks, they feel disengaged from the workplace and would seek opportunities elsewhere.
• Manager’s attitude: Employees might choose to leave if they struggle with their manager’s ineffective leadership or mismanagement style.

Relevant reading: The Manager’s Guide to Asking for Feedback

Involuntary turnover happens when employees leave a company due to reasons beyond their control. This includes layoffs, restructuring, or termination for performance or misconduct reasons initiated by the employer.

What is retention?

Retention is the ability of a company to keep its staff. In other words, a direct measure of how long each employee stays. 

A high retention rate indicates employees are satisfied with their jobs and are less likely to leave the company. A low retention rate on the other hand, indicates that employees are unhappy with their jobs and are more likely to leave the company. 

Many factors contribute to employee retention, such as offering competitive salaries and benefits, opportunities for career growth, appreciation for employees’ hard work. Encouraging open communication and creating a positive workplace culture are additional ways to improve retention. 

Importance of Measuring Attrition and Retention

Attrition

Identify problem areas and develop targeted solutions

When companies have access to attrition data (that is they can pinpoint departments and roles with high turnover rates), it becomes easier for them to develop targeted solutions to address these challenges and improve retention. 

Inform employee retention strategies

With a better understanding of attrition rates, employers and HR leaders can plan their retention strategies accordingly. They can tailor strategies such as mentorship programs, adjustments in compensation packages, career development opportunities, or work-life balance initiatives to address specific needs and concerns of their employees.

Improve productivity and employee satisfaction

Strategies to counter attrition can in turn help increase efficiency and employee satisfaction. Companies benefit from high productivity and satisfaction levels, and enhances overall team stability and performance. 

Helps manage cost of recruitment

High turnover can be expensive. Replacing a full-time employee can cost anywhere between half to twice the employee’s annual salary. Measuring attrition rates helps organizations understand how much they’re spending on replacing employees and where they can save money by improving retention strategies.

Learn more: The Cost of Recruitment: HR’s Guide to Creating, Tracking and Implementing a Salary Budget

Retention

Ensure knowledge transfer and innovation

As experienced employees leave, they take their knowledge and expertise with them. For example, a sales manager leaving could result in loss of client relationships and sales strategies that were key to the team’s success. An increase in retention rates ensures that these knowledge and skills are passed down effectively, supporting business growth and longevity. 

Boost employee morale

Employee morale is closely linked to employee productivity. Companies can boost employee motivation by implementing effective retention strategies, such as recognition programs that contribute to job satisfaction, and overall happiness at work. 

Develop targeted retention strategies

Measuring retention rates provides insights into the effectiveness of existing efforts and enables organizations to tailor retention initiatives to better meet the needs of their workforce.

Track effectiveness of HR initiatives and company culture

Retention metrics show how healthy the organization is and how strong its culture is. By tracking retention rates over time, companies can see how HR policies, programs, and culture initiatives affect employee engagement and loyalty. This helps HR leaders improve workplace dynamics and keep employees happy.

Using Data to Understand Attrition and Retention

As you know by now, measuring and understanding attrition and retention is crucial for business success. Here’s how you can use data to get deeper insights. 

1. Unveil underlying reasons

Allows to identify trends and hidden factors

Before you go into addressing your attrition and retention rates, you must first discover why employees leave, how long they stay, and what can be done to keep them longer. 

Your data collection process should involve gathering information from employee records, performance reviews, and exit interviews, and further analyzing it using different statistical methods. 

The next thing is to examine this data over time to identify regular patterns in employee attrition and retention. For instance, you might discover that more employees leave after yearly reviews. Perform a deep analysis to uncover the reasons behind employee turnover. 

Perform employee feedback analysis

Performing employee feedback analysis involves looking at employee satisfaction surveys or exit interviews to find common complaints and issues. This way, organizations can focus on fixing the most important problems to keep employees happy and reduce turnover.

Learn more: 20 Strategic Employee Engagement Survey Questions

2. Create targeted solutions and strategies

Segment data for targeted approach

Different groups of employees have different needs and challenges. By segmenting data, you can better understand these specific needs and tailor your strategies accordingly. This is done by grouping employees in various categories such as departments, job role, performance level and demographics. 

Implement proactive strategies through predictive analytics

Another method used in understanding attrition and retention involves using AI tools and statistical modeling to predict which employees might leave based on their past behavior. 

With these insights, you can create proactive strategies such as mentorship, career development plans, and better benefits specifically for identified employees with higher risk of leaving. This helps to prevent turnover and retain valuable talent within the organization.

3. Measure impact and ROI

Benchmark data against industry standards

Compare your company’s employee attrition and retention rates with those of similar companies in your industry. This benchmarking process helps you see if your company is doing well or needs to improve.

Evaluate retention programs 

By conducting a regular review and assessment of your employee attrition and retention programs, you can discover if the initiative is effective. Use metrics like employee satisfaction, engagement scores, and turnover rates to determine which programs are working and which need adjustment. 

Quantify financial impact of attrition

Companies that calculate the financial gains or losses from their retention efforts can allocate resources better and make smart decisions to improve overall company performance.

4. Make data driven decisions

Take the guesswork out of managing attrition and retention

Use data analytics to guide decision-making and develop strategic retention plans. This ensures strategies are based on evidence and are aligned with overall business goals.

Constantly monitor and track effectiveness of strategies

Monitoring and tracking the effectiveness of your strategies involves these two things: 

• Implementing systems for ongoing monitoring of key metrics such as turnover rates, employee engagement levels, and the effectiveness of retention programs.
• Conducting regular reviews and analyses of the attrition and retention data to identify trends and adjusting strategies along the way. 

10 Metrics to Include When Measuring Attrition and Retention

To effectively measure attrition and retention, companies should track certain key metrics. Here are 10 important metrics to consider:

Attrition metrics

Overall attrition rate

This is the percentage of employees who leave a company over a certain period. Attrition rate is calculated by dividing the number of employees who left within a specific timeframe by the average number of employees during the same timeframe.

Attrition rate % = (No of employees who left the organization/Total number of employees) × 100

Calculating and measuring attrition and retention rates helps organizations measure the health of their workforce. A high attrition rate indicates potential issues such as ineffective hiring processes, low employee satisfaction, or a toxic work environment. 

Time to hire

This measures the amount of time taken to fill a vacant position from the moment it is advertised until the candidate accepts the job offer. It is also an important metric used to determine the success of your recruiting process. 

For example, a long time to hire can indicate underlying issues like inefficiencies in the process, trouble attracting qualified candidates, decision-making delays, or poor coordination between hiring managers and recruiters. Fixing these issues can speed up hiring, lower recruitment costs, and improve the recruitment process.

Cost per hire

The cost that goes into hiring a new employee such as advertising, recruitment agency fees, and onboarding expenses is critical. It helps provide an understanding of the financial investment required to bring new talent into the organization.

Turnover by department/team

This metric calculates the attrition rate for specific departments and teams within the organization. It highlights areas experiencing high turnover, allowing HR teams to make insightful decisions.

Retention metrics

Overall retention rate

If a company’s turnover rate shows the people leaving a company, then the retention rate measures the opposite. The retention rate is a determination of how well a company can retain its employees. It is calculated by dividing the total number of employees deciding to stay in the company across a certain period with the number of employees deciding to stay within the company in the same period.

Retention rate % = (Number of employees at the end of a set time period / the number of employees at the start of a set time period) x 100

Length of service 

This retention metric calculates the average duration for which an employee holds their position. Longer lengths of service indicate higher retention rates and greater employee satisfaction.

Employee engagement scores

High engagement scores are often correlated with lower turnover rates. These scores help HR understand how employees feel about their roles and the company, guiding improvements in workplace culture and practices.

Promotion rate

This metric determines the percentage of employees who receive promotions over a specific period, indicating career growth opportunities within the organization.

Read next: The Employee Promotion Guide: Policies, Processes, and Best Practices

Additional considerations

Quality of hire

Another important attrition and retention metric to consider is quality of hire. With this metric, you can assess the performance and success of new hires after they have joined the company. 

Absenteeism rate

Absence rate or absenteeism is an attrition vs retention metric that calculates the total number of days an employee is absent from work. It is calculated by dividing work days missed by total scheduled days. Then the number obtained is multiplied with 100. It is important to note that the number of authorized days off work is not considered when calculating absence rate. 

Build a Thriving Workforce with Omni

Keeping your finger on the pulse of your workforce helps mitigate attrition rate risks such as dips in employee engagement or performance skill gaps. 

Omni centralized and tracks a wide range of employee data, from attendance records to attrition rate, automatically within our platform. Real-time graphs and easily exported reports simplifies employee analytics and cuts down on calculation times and errors, arming you with the data you need to understand the trends within your organization. 

Employee attrition and retention rate can be easily accessed for monthly, quarterly, annually, or any custom range of dates within minutes, making it easier for HR leaders and CEOs to keep track of their churn rate and address pain points at the first sign of trouble, helping to reduce your attrition rate and improve employee retention.

To learn more about how Omni can help you unlock your business’ potential, schedule a demo with our team today.