This article covers the following:
- What is a separation segment
- Actionable Separation insights
- How responses are assigned to segments
- Viewing the leaver segment for analysis
What is a separation segment?
On Peakon, separation refers to when employees leave your organisation. When employees leave your organisation, it's possible to segment their survey responses into specific date-range segments prior to their separation, for example, "< 3 months before separation". The reasons for their separation are segmented in the “Separation reason” attribute.
This allows you to analyse segments which contain the most recent scores and comments prior to an employee's separation, in order to identify and address factors contributing to attrition.
The separation segments will give leaders insight into the engagement of certain groups of employees in the lead up to their separation from your organisation. The "< 3 months before separation" segment will provide the most relevant insights, since this segment would most likely also contain the most recent scores and comments prior to an employee's separation.
Strengths and Priorities for this segment can be used to inform action planning, along with comments and topics. The "Separation reason" segments can also be used in this context for further segmentation and action planning.
A good starting point would be to change the context of the dashboard to the "< 3 months before separation". From there, review any strengths and priorities, along with any highlighted segments. Peakon will suggest some actions for each driver question. Review the comments and any topics to help inform your action planning. Further insight can also be gained by opening the heatmap, from where you can compare any other segments within this context for further analysis.
Responses are assigned to the separation date segments the same way that responses are assigned to the tenure segment. When the employee responds to the survey, Peakon assigns the responses to the segments reflected on their employee records. The two attributes used specifically for these employee separation are:
- Separation date
- Separation reason
The separation date will have date range segments leading up to the actual separation date when the employee is no longer employed and surveyed. The separation reason has six default segments to indicate the reason for separation. These segments can be modified but are by default:
- Contract expired
Viewing the leaver segments for analysis
The separation date segments can be viewed in the same way as the tenure segments. Survey responses are segmented into one of the date range segments based on the date value given on the employee record when the employee responds to a survey.
Taking the separation date as an example, the account admin learns that an employee called Quit Quitterson actually left a month ago, on the 01-09-2018. The admin updates Quit Quitterson’s employee record. This automatically deletes the employee and assigns all of Quit Quitterson’s historical survey responses to the appropriate leaver tenure segment. This means that all responses falling in the period 01-06-2018 - 01-09-2018 will count towards the "< 3 months before separation" segment, all responses falling in 01-03-2018 - 01-06-2018 will count towards the “6 months - 3 months before separation” segment and so on.
Once these employees have left, their scores will be aggregated into the current score for as long as the time for former employees setting dictates.
Comments will remain on Peakon even once the employee has left, which provides an opportunity to read through historical comments attached to each leaver segment.
It's important to note the context for the dashboard you are viewing. For example, to only see comments for the "< 3 months before separation" be sure that you are viewing that segment's dashboard - to confirm, check the name of the segment that appears in the left menu.
Taking the "< 3 months before separation" example pictured above, it's important to remember that when viewing the engagement score over time using the expanded timeline graph, that going back further than three months likely means you are looking at scores of employees who would now have left your organisation.
It's also worth noting the frequency at which your employees are being surveyed at when viewing separation date segments. It's more valuable to survey at higher frequencies to ensure more up-to-date and relevant insights that can be factored into action planning.
Article: Using the Separation date and Separation reason attributes
Article: Segmentation and Heatmaps: deep-dive analysis of the feedback
Article: Key drivers of engagement: Priorities and Strengths
Article: Reviewing your highlighted segments
Article: Creating your own action plan
Article: Data aggregation and anonymity