Human Capital Development

Zero turnover in a year, at a company that had never asked

Reported result Zero employee turnover in 12 months
Sector
Accounting and corporate services
Duration
9 months
Verified by
Kong Chee Choy, General Manager

EN2 Biz had been incorporated since 2008 and had never asked its employees anything. No survey, no interview, no development plan for the people running the company day to day.

The situation

The company's own description, which is unusually candid for a document written to be read by others:

"Since incorporation in 2008, the company hardly organized any employee well-being activities."

"We have never conducted any formal survey or interview."

"We did not have any formal development plan or programs for the supervisors and managers."

Nearly a decade of operating on assumption.

What we did

A four-phase Human Capital Development project over eight months.

Company-wide profiling and focus groups established what was actually true rather than what management believed. The company developed its own charter with us, giving the culture a written form it had never had. Existing policies were revised, and a new performance management system was built with KPI setting attached, so that expectations became explicit. Emotionally intelligent leadership development followed for the supervisor and manager layer.

What was achieved

"We have zero employee turnover over within the last 12 months and are in the midst of increase headcount with people that align with the new positive work culture."

One sentence, two results. Nobody left, and the company had become confident enough about what it stood for to hire against it.

Why this worked

Asking was itself the intervention. In a company that has never run a survey, the first one changes something before any finding is acted on. People notice being asked. The diagnostic is never neutral.

KPIs were introduced as clarity, not surveillance. The same mechanism reads either way depending on what precedes it. Introduced after profiling and focus groups, with a charter the employees helped write, KPI setting lands as "here is what good looks like" rather than "we are now watching you."

Hiring to a defined culture is the real outcome. Zero turnover holds what you have. Being able to recruit against an articulated culture is what compounds, because every subsequent hire either strengthens or dilutes it, and the company can now tell which.