A technology company was experiencing greater than 30% attrition of university graduates within the first 18 months of employment.
Dr. Hurley began by gathering insights and identifying experience-expectation gaps from current and former new hire graduates, their managers, and other key stakeholders. He then reviewed the gap analysis with the executive team, identifying specific soft skills to be developed and key behaviors that required change. Dr. Hurley worked with the division managers developing new skills and behavior changes that would close the gaps identified by new graduates, and significantly reduce turnover while improving the new graduate experience.
Assessment & Diagnosis
Behavior Change Coaching
Soft Skill Metrics
Within six months new graduate turnover was reduced by 50% and at the end of 12 months was at a benchmark level of 6%. New graduate self-reported experience and relationship strength scores (RSS) improved from a range of -20 to 15 to 75 to 90.