How a multinational software company uses Erudit to reduce talent churn

Industry: Software
Office locations: LATAM and USA
Size: 100 employees
Integrated communications platforms: Microsoft Teams and Outlook

This international and multilingual organization builds software for banks and microfinance institutions to improve process management and to respond to other technological needs.

Headquartered in Mexico City, the software company’s employees are distributed over 4 countries: Mexico, Peru, Colombia and the USA. All 4 locations are employing the hybrid work model, allowing employees to work remotely or in-office.

After integrating Microsoft Teams and Outlook with Erudit, the AI anonymized the messages then detected and produced the metrics. Erudit measured burnout risk, engagement, and turnover risk levels based on its training from Erudit’s psychologists and data scientists. The daily metrics were displayed on the dashboard and stored to produce graphs over time.

The anonymized metrics and data were also analyzed further to create anonymous employee profiles and to understand each department’s needs. The workforce analytics provided a clearer direction for HR and management as they seek to improve employee performance and wellbeing.

The HR department should focus on company-wide employee engagement initiatives. From the total workforce, 42.9% have engagement below the company average. Low engagement can cost a company 34% of the disengaged employee salary. Improving engagement can save the software company an estimated $224,400 per year.

‍For burnout reduction initiatives, management and HR can focus efforts and resources on 2 departments: Project Team and Sales. 80% of the employees in the ‘Stressed’ profile, which has a higher level of burnout and turnover risk than the rest of the company, comes from the Project Team (33%) and Sales (47%). The organization can focus resources and design initiatives that relieve stress, address burnout, and reduce turnover specifically for these 2 departments to increase effectiveness. Addressing burnout for these high risk employees can save the software company between $130,000 and $173,000 per year.

‍Management can prepare for turnover for the Project Team and Sales departments. The high cost of turnover comes from recruitment and training. Knowing that turnover risk is higher in these 2 departments, HR can start reviewing the onboarding documents, training, and start checking the job market. This is just a contingency plan, but can provide additional savings for the company.

Management and HR can investigate what caused a critical event in May, where we find spikes in burnout risk for the entire organization for two days. The most affected departments were Product, Project Team, and Sales, where we also see spikes in turnover risk. Understanding this critical event and better preparing employees and managers for similar events may also reduce turnover for the software company.