This analysis explores factors affecting employee attrition using visualization techniques in R. We’ll examine employee satisfaction levels, evaluation scores, working hours across departments, attrition by salary level, and departmental satisfaction patterns.
Analysis: The histogram reveals a bimodal distribution of employee satisfaction, with significant peaks at both very low (0.1-0.2) and high (0.7-0.8) satisfaction levels. This polarization suggests two distinct groups of employees: those who are highly dissatisfied and those who are quite satisfied. The organization should investigate the factors causing the high number of extremely dissatisfied employees, as this group likely represents a high attrition risk.
Analysis: The box plot of evaluation scores reveals that the median score is above 0.7, indicating that most employees receive relatively high evaluations. The distribution appears to be slightly negatively skewed, with a longer tail toward lower scores. This suggests the company might have a lenient evaluation system or high-performing workforce. However, when compared with the satisfaction distribution, there’s a potential disconnect—many employees receive good evaluations but report low satisfaction, which could indicate that good performance isn’t being appropriately recognized or rewarded.
Analysis: The comparative box plot reveals significant differences in working hours across departments. Sales and technical departments consistently show the highest median monthly hours and wider distribution, suggesting these teams experience more variable and demanding workloads. Management shows the most compact distribution, indicating more consistent workload expectations. IT and product management departments have notable outliers working extremely long hours, which could contribute to burnout in these areas. HR and accounting/finance show more moderate working hours, which might contribute to better work-life balance in these departments.
Analysis: The pie chart clearly demonstrates that employees with low salaries represent the largest proportion of attrition. This strongly suggests that compensation is a critical factor in employee retention. Medium salary levels account for a moderate portion of departures, while high-salaried employees show the lowest attrition. This pattern indicates that the organization should review its compensation strategy, particularly for lower-paid positions, to improve retention. Implementing a more competitive salary structure or additional benefits for lower-paid employees could significantly reduce turnover.
Analysis: The bar plot reveals significant variation in employee satisfaction across departments. Sales and technical departments, which previously showed the longest working hours, also demonstrate the lowest average satisfaction levels. This correlation suggests that extended working hours may be contributing to dissatisfaction in these departments. Marketing, support, and product management show moderate satisfaction levels, while management, HR, and accounting/finance departments report the highest satisfaction. This pattern aligns with the working hours analysis and indicates that workload and work-life balance likely play crucial roles in employee satisfaction. The organization should investigate work distribution in sales and technical departments to address potential burnout issues.
This visual analysis reveals several important insights about employee attrition:
Based on these findings, the organization should: - Review compensation strategies, particularly for lower-paid positions - Address workload distribution in sales and technical departments - Investigate the disconnect between performance evaluations and employee satisfaction - Develop targeted retention strategies for the most affected departments