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The Importance of Managing Flight Risk and Succession Planning

in a Post-Pandemic World

Home » Products » Ingentis org.manager Suite » Org charting use cases » The Importance of Managing Flight Risk and Succession Planning in a Post-Pandemic World

The global pandemic has turned our world upside-down. With all the uncertainties we have had to face, there is one thing most people, if possible, tried to hold on to – their jobs. This resulted in turnover rates dropping significantly. Just before the pandemic hit 3.5 million employees per month left their job; in April 2020 merely 1.9 million did so.¹

Now that the world is slowly returning to normal and employees feel the turmoil caused by the pandemic is over, more and more studies appear predicting a “turnover tsunami ”.² As we can see in the numbers stated above, people leaving their jobs has always been an issue for companies. However, there is good cause to believe this trend will accelerate and become even more of a problem in the months to come.

In this article, we examine potential reasons for this expected development and provide some guidance on how you can better manage flight risk and succession planning within your company.

Why are so many employees looking to quit post-pandemic?

There are usually many reasons why people decide it is time for a new challenge or a new employer. The experiences of the past months have added completely new aspects to consider. This is, of course, not meant to be a full list of potential causes but it gives you an idea of influencing factors. 


Long-desired opportunity

Let us start basic: Naturally, certain employees have thought about leaving their company before the pandemic started. During uncertain times in which many people were being laid off, employees who got to keep their job refrained from even looking into anything else. Now that the situation in the labor market is improving and companies are starting to hire again, people no longer feel like they need to delay making a change.

Lost connection

Many employees have been permanently working from home for more than a year. This is a challenge for employee engagement and the sense of belonging and loyalty among a company’s workforce. Not being able to go to the office, no joint lunch or coffee breaks with colleagues, and the absence of company events can result in people feeling less connected to their employer, making it easier for them to feel less engaged and quit.

New standards of work

The way we work has changed considerably during the pandemic. Working from home is something almost everyone who is not required to be on-site to perform his/her job is now used to. While there are certainly some employees who are looking forward to returning to an on-site office environment, quite a large amount of people have learned to enjoy the flexibility working from home offers. And this is not only parents who find it easier to simultaneously handle work and children when working from home, but also people with rather long commutes that simply save lots of time by not being stuck in traffic every day. Wanting to maintain this new standard may cause employees to leave if their employer requires them to come back to the office full-time once the pandemic is over.

Shifted focus

The experiences of the past months put the lives of many into a different perspective. With all the spare time, social distancing, and staying at home people had the chance to reflect on what they really want from life. For some, this may mean that they want to spend more time with their loved ones, for others it may have resulted in wanting to start over in a completely different field of profession. Either way, it means leaving the job they currently hold.

Maintain an overview of flight risk

There are basically two options companies and their HR departments have when considering the anticipated surge in turnover: Wait for the storm to pass or proactively engage in HR analytics to be prepared. We obviously believe they should pursue the latter.

Ingentis org.manager provides a comprehensive feature set that allows you to maintain an overview of your workforce, estimate the likelihood of people leaving the company, and at the same time lets you plan succession for vacant or vacating positions.

Of course, we are not saying that our software solution is a fortune teller, and you can never be 100% certain when it comes to the likeliness of employees leaving. There are, however, key indicators that can be considered. Here are some examples:

  • Additional, unexpected workload: The pandemic has caused many employers to reduce headcount. Often this meant for the people remaining that they had to take on more workload. While this can be accepted by many temporarily, it may cause them to leave in the long run, especially if they feel like it is not appreciated enough.
  • Distance from home to office: Post-pandemic where employees are used to working from home, a long daily commute to the office may be a reason to quit. Particularly, when their employer decides to terminate their option to work from home and requires them to come back to the office full-time.
  • Leaving of colleagues/supervisors: Having a team and a supervisor you get along with is important for many when it comes to job satisfaction. Having a valued colleague or a supervisor leave while at the same time having difficulties establishing new bonds due to many still working from home can contribute to the desire to leave as well.
  • Increased number of sick days: While this is not always a sign that an employee is planning to quit, it can be. Not only but especially in times of transitioning back to a life after the pandemic.
Calculate flight risk with Ingentis org.manager

Ingentis org.manager calculates flight risk based on configurable conditions and displays the information throughout the org chart for individual employees as well as an average value for whole departments.

Provided that this kind of data is available – e.g. in a company’s HCM system or in flat files – Ingentis org.manager can take these aspects into account and factor in additional ones such as retirement eligibility, salary, or job tenure to calculate and visualize flight risk for employees in an easy to comprehend way. All calculations and visualizations are based on individually configurable conditions. Having this kind of overview allows you to take appropriate steps to either try and keep them in the company or to plan for succession.

Ensuring succession

Turnover is something with which companies have always and will continue to struggle. Even though this might be a burning issue post-pandemic, it will still be a key topic for organizations when the anticipated “tsunami” is over.  For that reason, maintaining a stable succession plan in place is crucial for a company’s continued success – not only now but also in the future.  

The comprehensive feature set of Ingentis org.manager supports in this regard as well. Use data visualizations to keep track of employees’ performance and their skills. This helps you maintain an overview of who would be a good fit for which position. At the same time, it lets you identify skill gaps and work on closing them for certain employees to take on another role in the company.

Flight risk dashboard in Ingentis org.manager

Dashboards in Ingentis org.manager provide a quick overview of flight risk throughout the organization. Thanks to custom visualizations these can also be used for succession planning.

This way, you can react quickly and staff critical positions with the right people from within the organization without having to spend days or maybe even months finding a proper replacement for a leaving employee.

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See how visualizing HR data in org charts, dashboards and diagrams created with Ingentis org.manager can help you achieve and maintain organizational effectiveness.

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