Using Workforce Data to Spot and Stop Preventable Turnover

Using Workforce Data to Spot and Stop Preventable Turnover 

In today’s labor market, retaining great employees is harder than hiring them. For public agencies already stretched thin, turnover isn’t just inconvenient—it’s a serious threat to budgets, operations, and institutional knowledge. 

The numbers speak for themselves: 

• Replacing a single employee can cost 1.5–2X their annual salary (Gallup) 

• 42% of turnover is preventable, yet often ignored (Gallup) 

• Poor hiring decisions and rushed exits drive $500K+ in annual turnover costs for many agencies (PwC, Deloitte) 

The biggest problem? Most agencies don’t have the tools to see it coming. 

Turnover in Government Is a Strategic Risk 

Unlike the private sector, where teams can flex and scale quickly, public agencies rely on deep institutional knowledge, specialized roles, and long tenure. When that talent walks out the door, it’s more than just a vacancy—it’s a ripple effect that hits service delivery, morale, and public trust. 

And because 51% of employees are actively looking for new jobs (Gallup), it’s not a matter of if turnover happens—it’s when. But not all departures are inevitable. 

Workforce Analytics Make Turnover Predictable—and Preventable 

Agencies no longer need to operate in the dark. With workforce analytics tools like TrueComp, HR and Finance leaders can shift from reactive to proactive by tracking: 

High-Attrition Departments 
Spot trends in exits by department or division and intervene before they escalate. 

Milestone-Based Turnover 
Identify if resignations spike after year 1, year 3, or other predictable milestones—and why. 

At-Risk Job Classifications 
Surface roles that are underpaid or highly poachable based on market benchmarks. 

Pay Satisfaction Gaps 
See where pay compression, inversion, or outdated structures are quietly pushing staff out. 

This isn’t just data—it’s decision support. With real-time insights, agencies can target retention strategies that work. 

Data-Driven Strategies That Retain Talent 

Once risks are identified, action becomes clear. Agencies using compensation data to drive decisions report up to an 11% improvement in employee retention (McKinsey). That translates into hundreds of thousands saved and institutional knowledge preserved. 

Effective retention strategies include: 

• Targeted pay adjustments for underpaid or overburdened roles 

• Clear advancement paths to show growth and value 

• Burnout prevention through workload rebalancing and hybrid work options 

• Recognition programs that reward longevity, innovation, and mission impact 

These aren’t “nice-to-haves”—they’re essential to keeping your agency running smoothly. 

Why It Matters: The Cost of Doing Nothing Is Rising 

Failing to prevent turnover doesn’t just cost money—it costs credibility, efficiency, and the ability to serve. With surrounding agencies offering stronger compensation strategies and private employers ready to poach, public sector leaders can’t afford to guess when it comes to retention. 

Turnover is a risk you can measure—and manage. 

Conclusion: Retention Starts with Insight 

Preventable turnover doesn’t have to be your agency’s reality. With tools like TrueComp, public employers gain visibility into the drivers of attrition and the power to act early. That means fewer goodbyes, more savings, and a stronger, more stable workforce. 

The best way to keep your top talent? Understand them—before they leave.