Applying DMAIC to a High-Turnover Problem

Focus

Using DMAIC to diagnose high employee turnover and design targeted, data-informed solutions

Context

This case study is based on a take-home assignment I completed for an HR Business Partner role. The scenario focused on a large organization experiencing high employee turnover that was disrupting operations, increasing costs, and negatively impacting morale. I adapted the assignment here to demonstrate my approach to structured problem solving and process improvement.

The task was to outline how I would identify the root causes of turnover and develop a plan to address them using data, analysis, and best practices.

Problem

The organization was experiencing persistently high employee turnover without a clear understanding of why employees were leaving. While common contributors such as burnout, onboarding gaps, and limited growth opportunities were suspected, leadership needed a clear, evidence-based approach to identify the most impactful drivers and prioritize action.

Without this clarity, any intervention risked being reactive and ineffective.

Approach

I structured my approach using the DMAIC framework to ensure the problem was clearly defined, analyzed, and addressed in a systematic way.

Define

I defined the core problem as elevated employee turnover with negative impacts on operational continuity, morale, and cost. The goal was to identify the primary drivers of turnover and develop targeted, actionable solutions.

Measure

I proposed analyzing five years of exit survey and engagement survey data to understand both trends over time and current state issues. This included reviewing quantitative scores and qualitative comments to identify recurring themes and patterns.

To organize the data, I outlined a method for ranking themes by frequency and severity using a structured spreadsheet to surface the most common drivers of turnover.

Analyze

To determine which issues required immediate focus, I proposed applying a Pareto analysis to distinguish the vital few drivers contributing most significantly to turnover from less impactful factors. This would allow leadership to prioritize efforts for maximum impact.

I also recommended facilitating a 5 Whys analysis with a representative group of employees and leaders to validate findings and ensure the root causes reflected lived experience, not assumptions.

Improve

Based on identified root causes, I outlined an improvement approach that balanced quick wins with longer-term initiatives. Solutions would be evaluated using a prioritization matrix to assess impact versus effort.

As an example, I highlighted onboarding as a likely root cause and proposed implementing a buddy program for new employees, along with structured learning experiences to better prepare them for day-to-day challenges and reduce early overwhelm.

Control

To sustain improvements, I recommended establishing ongoing measurement through pulse surveys at regular intervals. Results would be shared with key stakeholders to track progress, adjust solutions, and ensure accountability over time.

Outcome

While this was a hypothetical scenario, the proposed approach would enable leadership to move from assumptions to evidence-based action. By identifying the most impactful drivers of turnover and prioritizing targeted interventions, the organization would be positioned to reduce attrition, improve employee experience, and stabilize operations over time.

What I'd Do Next

If this plan were implemented, I would continue refining the control phase by building a long-term feedback loop tied to engagement, retention, and operational metrics. This would ensure that improvements remained effective as the organization evolved and that new risks were identified early.

Key Skills Demonstrated:

• Root Cause Analysis

• Lean Six Sigma DMAIC

• Data Analysis and Interpretation

• Process Improvement

• Turnover and Retention Analysis

• Prioritization and Decision Frameworks

• Change Management

• Continuous Improvement

Supporting Artifact

A full version of the original DMAIC memo, including analysis frameworks and visual examples, is available as a downloadable PDF.