Can you predict who will quit before they do?

Posted on: May 1, 2025

Employee turnover is expensive…

Losing a key team member doesn’t just mean recruitment costs – it disrupts your practice and inevitably slows down growth.

So, is there a way for you to predict who will quit before they do?

Allowing you to take preventative action to stop your best employees from walking out the door…

Big corporations like Credit Suisse have used employee churn analytics to predict who is likely to leave and why.

By analysing patterns like engagement levels, promotion history and workload stress, they saved $70 million a year by proactively addressing turnover risks.

Now, you might be thinking…

That’s great for a massive company, but what about my small practice?

Here’s the good news.

You don’t need a corporate-sized budget to use data to reduce staff turnover.

How small practices can predict and prevent turnover

You might not have an AI-powered algorithm, but you do have access to valuable insights within your own practice.

Here’s where to start:

• Exit interviews and employee feedback
  Are people leaving for the same reasons? Pay, workload, lack of growth? Identifying patterns can help you to fix the real issues.
• Engagement trends
  Employees who disengage (fewer contributions, reduced enthusiasm, increase in absences) might be on their way out.
• Promotion and pay history
  If someone has been passed over for a raise or promotion multiple times, they may already be looking elsewhere.
• Manager check-ins
  Regular one-to-ones can highlight concerns before they become reasons to leave. Employees rarely quit overnight – there are always signs.

What to do when you spot a risk

Once you’ve identified employees who might leave, act fast.

• Retention conversations
  If someone valuable is at risk, talk to them. Find out what they need to stay.
• Career development plans
  Employees who see a future in your practice are less likely to leave.
• Workload balance
  Overworked employees burn out. Make sure expectations are realistic.
• Recognition and rewards
  A simple “thank you” goes a long way. Ensure that people feel valued.

The reality is, losing employees isn’t just a big practice problem – it’s a major issue for small practices where every team member counts.

If you’re concerned about turnover and want to create a plan to keep your best people, get in touch.