An interactive Excel dashboard designed to analyze Employee Attrition. This project identifies key turnover drivers and provides actionable recommendations to enhance corporate retention strategies.
- Total Employees: 1,470
- Attrition Count: 237
- Attrition Rate: 16.12%
- Active Staff: 1,233
- Average Age: 37 Years
- 💸 Financial Strain: High attrition (137 cases) observed in the $1k–$4k salary bracket. Low pay is a primary exit driver for junior roles.
- ⏳ Manager Relations: 61.6% of leavers resign within the first 2 years under a new manager, highlighting leadership gaps.
- ⚖️ Burnout Factor: Employees working Overtime are significantly more likely to leave (127 cases vs 110 for non-overtime staff).
- 🏢 High-Risk Roles: Lab Technicians, Sales Executives, and Research Scientists show the highest volatility.
- 📍 Commute Paradox: Proximity doesn't fix turnover; high attrition persists even for staff living within 1-5 miles.
- Retention Bonuses: Target financial incentives for employees in the $1k-$4k income range.
- Leadership Coaching: Focused training for managers to improve retention during the critical first 24 months.
- Wellness Policy: Reviewing Overtime limits in high-attrition departments (e.g., R&D).
- Data Cleaning: Power Query for handling nulls and data formatting.
- Visualization: Interactive Dual-Page Dashboard (Overview & Attrition Analysis).
- Interactivity: Dynamic Slicers (Dept, Education, Role) and Timeline integration.
Mohamed Abd Elghany Data Analyst LinkedIn Profile