The employee attrition rate of professional services organizations worldwide increased overall between 2013 and 2023, despite some fluctuations. During the 2023 survey, respondents reported an average employee attrition rate of 12.5 percent.

This statistic depicts the average annual employee turn over rate in the United States in 2016 and 2017, as reported by human resources (HR) professionals. During the 2017 survey, respondents reported an average annual turnover rate of 18 percent.

In 2023, the average staff turnover rate of hospitals in the U.S. stood at 20.7 percent. The percentage of employees leaving hospitals has decreased since 2021, yet it is still 2.9 percent higher than 2019. A closer look at turnover reveals that most was among less tenured staff, with the highest rates among certified nursing assistants.

Graph and download economic data for Quits: Manufacturing (JTS3000QUR) from Dec 2000 to Jan 2025 about quits, manufacturing, and USA.

This statistic shows the share of average share of staff turnover among Indian companies, by industries in the fiscal year 2018, based on an online survey across 18 sectors. The staff turnover in the retail industry was the highest with about 18.5 percent, while it was the lowest for automotive with close to seven percent during the survey period.

Taiwan Labour Turnover: SP: Industry (ID) data was reported at 2.440 % in Sep 2018. This records an increase from the previous number of 2.420 % for Aug 2018. Taiwan Labour Turnover: SP: Industry (ID) data is updated monthly, averaging 2.570 % from Jan 1973 (Median) to Sep 2018, with 549 observations. The data reached an all-time high of 8.370 % in Aug 1983 and a record low of 1.400 % in Dec 2003. Taiwan Labour Turnover: SP: Industry (ID) data remains active status in CEIC and is reported by Directorate-General of Budget, Accounting and Statistics, Executive Yuan. The data is categorized under Global Database’s Taiwan – Table TW.G053: Labour Turnover: Separation Rate.

In 2023, employee attrition rates decreased in the Americas and EMEA regions, however increased in the ACAP region. The Americas showed a decrease of 1.2 percent, with the ACAP region demonstrating a 3.3 percent increase. Relatively, however, these percentages were some of the best recorded between 2015 and 2023.

Annual statistics on the value of turnover from services provided by the UK service economy.

In 2023, the attrition rate was the highest among employees working in financial services. It was followed by life sciences and consumer products sectors.

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Workforce Analytics Market Size 2025-2029

The workforce analytics market size is forecast to increase by USD 3.27 billion, at a CAGR of 19.1% between 2024 and 2029.

The market is experiencing significant growth due to the increasing demand for efficient workforce management and recruitment. This trend is driven by the need to optimize labor costs, improve productivity, and enhance workforce performance. Another key factor fueling market growth is the increasing use of mobile applications for workforce analytics. Hiring teams rely on these insights to make informed decisions, while professional services and managed services providers offer expertise in HR analytics tools and management training programs. 
These solutions enable real-time access to data and analytics, allowing organizations to make informed decisions on the go. However, the lack of a skilled workforce poses a challenge to market growth. Organizations are investing in training and development programs to address this issue and build a strong talent pool. Overall, the market is poised for strong growth In the coming years, as more organizations recognize the value of data-driven workforce management strategies.

What will be the Workforce Analytics Market Size During the Forecast Period?

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The market is experiencing significant growth as businesses increasingly leverage data analytics solutions to optimize staffing, development and training, compensation management, talent management, recruitment, and HR processes. Machine learning and data mining technologies enable advanced pattern matching, turnover modeling, risk assessment, productivity indexing, and real-time talent decisions. Employee experience, engagement, and performance improvement are key focus areas, with AI and regression analysis used to identify trends and address performance anxieties.
The market is dynamic, with continuous innovation in areas such as machine learning algorithms, natural language processing, and predictive analytics.

How is this Workforce Analytics Industry segmented and which is the largest segment?

The workforce analytics industry research report provides comprehensive data (region-wise segment analysis), with forecasts and estimates in 'USD billion' for the period 2025-2029, as well as historical data from 2019-2023 for the following segments.

End-user

  Retail
  BFSI
  Telecom and IT
  Healthcare
  Others


Application

  Large enterprises
  Small and medium sized enterprise


Deployment

  Cloud
  On-premise


Service

  Consulting Services
  System Integration
  Managed Services


Geography

  North America

    US
    Canada


  Europe

    France
    Germany
    Italy
    UK


  APAC

    China
    India
    Japan
    South Korea


  South America



  Middle East and Africa

By End-user Insights

The retail segment is estimated to witness significant growth during the forecast period. In today's dynamic retail industry, workforce management has emerged as a critical success factor for businesses aiming to stay competitive. With growing consumer demands, increasing competition from e-commerce, and the need for continuous product innovation, retailers are investing heavily In their workforce to drive business growth. This includes areas such as performance evaluation, staffing, development and training, compensation and benefits, talent management, recruitment, employee collaboration, and long-term labor issues. HR teams are leveraging advanced technologies like machine learning, blockchain, and predictive analytics to optimize workforce performance, improve productivity, and enhance employee engagement. HR data is mined to identify talent gaps, predict turnover, assess risks, and index productivity.

These insights enable real-time talent decisions, career progression, and performance improvement. HR analytics tools are used to analyze HR data and generate actionable insights, while AI and ML algorithms help automate routine HR tasks and provide data-driven recommendations. The work-from-home model and cloud-based HR solutions have become increasingly popular, offering flexibility and cost savings. Data security is a top priority, ensuring the confidentiality, integrity, and availability of people data. By focusing on workforce optimization, retailers can improve employee experience, increase productivity, and retain top talent, ultimately driving business growth.

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The retail segment was valued at USD 342.20 million in 2019 and showed a gradual increase during the forecast period.

Regional Analysis

North America is estimated to contribute 33% to the growth of the global market during the forecast period. Technavio's analysts have elaborately explained the regional trends and drivers that shape the market during the forecast period.

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The turnover of the professional, scientific, and technical industry in the Netherlands increased by 40.2 billion euros (+28.7 percent) in 2022. With 180.5 billion euros, the turnover thereby reached its highest value in the observed period. For the purpose of Eurstat Dataset NACE Rev.2 Section K turnover comprises the totals invoiced by the observation unit during the reference period, which corresponds to market sales of goods or services supplied to third parties.Find more statistics on the professional, scientific, and technical industry in the Netherlands with key insights such as production value, personnel costs, and number of employees.

Retail Trade Indices: Variation coefficient of the annual employment rate. Monthly. Autonomous Communities and Cities.

Retail Trade Indices: Coefficient of variation of the annual rate of the general national employment index. Monthly. National.

Retail Trade Indices: Coefficient of variation of the annual rate of turnover by products. Monthly. National.

In 2022, around 35 percent of small and mid-sized companies in the construction industry in Germany stated that they are facing an increasing challenge with employee turnover. 19 percent of companies in the production of capital goods also answered that it was an issue, but that it did not have any negative consequences for the company.

Employee Performance Management System Market size was valued at USD 4.64 Billion in 2023 and is projected to reach USD 8.73 Billion by 2031, growing at a CAGR of 6.2% during the forecast period 2024-2031.

Global Employee Performance Management System Market Drivers

The market drivers for the Employee Performance Management System Market can be influenced by various factors. These may include:

Technological Progress: The market for employee performance management systems is heavily influenced by the quick development of technology. Advances in analytics, machine learning, and artificial intelligence allow businesses to automate performance review procedures, providing real-time feedback and insights. Performance management tools are now more easily available and scalable for companies of all sizes thanks to the incorporation of cloud-based solutions. Additionally, by enabling goal-setting and feedback-gathering while on the road, mobile applications improve employee engagement. These developments make it easier for businesses to conduct performance reviews and promote a continuous improvement culture, which helps them stay up to date with changing workplace dynamics.

A Greater Focus on Staff Involvement: The market for employee performance management systems is being driven in large part by an increasing emphasis on employee engagement. Employers are realizing more and more that dedicated, productive staff members are more likely to contribute to the success of the company as a whole. Systems for performance management make it easier to have continuous dialogues about progress and feedback, which fosters an atmosphere of openness and trust. Employee ambitions are in line with business objectives thanks to this technology’s emphasis on personal growth. Through performance management systems, organizations are focusing more on creating meaningful employee experiences as a means of retaining top talent and lowering attrition rates.

Global Employee Performance Management System Market Restraints

Several factors can act as restraints or challenges for the Employee Performance Management System Market. These may include:

High Expenses of Implementation: The market for employee performance management systems is severely constrained by the high implementation costs. In addition to software solutions, organizations also need to engage in continuous maintenance, training initiatives, and infrastructure updates. Budgetary restrictions are a major issue for small and medium-sized businesses (SMEs), which makes it difficult for them to implement advanced performance management systems. This financial obstacle might force people to rely on antiquated techniques, which would impede growth and productivity as a whole. Furthermore, unstated expenses associated with system integration and customization may increase the financial strain and deter businesses from adopting more sophisticated performance management systems.

Opposition to Change: One significant barrier to the market for employee performance management systems is resistance to change among staff members and management. A lot of people are used to the old-fashioned ways of evaluating performance, which makes them wary of newly established systems. This resistance can take many different forms, such as an unwillingness to use new technologies or an attachment to antiquated methods. These difficulties may also be made worse by the leadership’s poor communication on the advantages and features of the new technology. Organizations may find it difficult to accomplish intended results without the right buy-in from all stakeholders, which could ultimately undermine the efficacy of the performance management programs they implement.

Customer retention rates are highest in the media and professional services industries, with a 2018 survey of businesses worldwide finding a customer retention rate of 84 percent in both of these industries. The industry with the lowest customer retention rate was hospitality, travel and restaurants with 55 percent.

By the last business day of September 2024, there were about 980,000 job separations in the trade, transportation, and utilities industry in the United States. Separations include voluntary quits, involuntary layoffs and discharges, as well as other separations such as retirements. Separations are also referred to as turnover.

In 2018, the average ten-year retention rate of healthcare and social assistance workers in New Zealand was 73.2 percent, the highest across all industries in the country. In contrast, the administrative and support industry had the lowest ten-year retention rate of 24.6 percent.