Using Employee Surveys to Reduce Turnover in Outsourced Teams
High employee turnover is one of the biggest challenges for companies that rely on outsourced teams — especially in competitive labor markets like Mexico and Latin America. One powerful but often underused tool to combat this is the employee survey. When done right, surveys can provide actionable insights to improve engagement, retention, and overall productivity.
In this article, we’ll break down:
- Why turnover is so high in outsourced teams
- How employee surveys can identify root causes
- Best practices for implementing effective surveys
- Compliance tips for using survey data ethically
- How this strategy complements solutions like EOR or PEO
Why Turnover is Higher in Outsourced Teams
Outsourced employees often feel disconnected from the core company culture, have limited career growth, or lack clear communication with managers. According to a Deloitte report, 40% of outsourced staff cite poor communication and lack of feedback as reasons for leaving.
Common turnover drivers include:
- Misaligned expectations about tasks or workload
- Lack of recognition and feedback loops
- Limited access to training or upskilling
- Cultural or time-zone barriers
Learn more about these challenges in our article on The Hidden Costs of Employee Turnover.
How Employee Surveys Can Help
A well-structured survey goes beyond generic questions. It uncovers what outsourced employees really need to stay motivated.
Key survey topics might include:
- Job satisfaction and workload balance
- Manager communication and transparency
- Opportunities for skill development
- Work environment and tools provided
- Feeling of inclusion within the broader team
When combined with regular feedback sessions, surveys empower HR teams to address problems before they become resignation letters.
Best Practices for Surveys in Outsourced Teams
✔️ Keep surveys anonymous: Encourage honest answers without fear of backlash.
✔️ Keep it short: Focus on clear, actionable questions. Long surveys lower response rates.
✔️ Act on results: Always share outcomes and action plans with employees.
✔️ Localize surveys: Use simple, culturally relevant language. For example, surveys for teams in Mexico should consider local labor expectations and legal norms.
Compliance Tips: Using Data Ethically
When gathering survey data in Mexico or Latin America, companies must comply with data privacy laws like the Ley Federal de Protección de Datos Personales (LFPDPPP). This means:
- Inform employees how their data will be used.
- Store results securely.
- Do not share individual answers publicly.
How an EOR Can Support Retention Strategies
If you work with an Employer of Record (EOR), you can integrate survey programs into your overall HR compliance plan. An EOR helps ensure:
- Surveys respect local labor laws.
- Recommendations align with legal requirements.
- Insights translate into compliant changes in contracts or benefits.
Conclusion
Employee surveys are more than a checkbox activity. For outsourced teams, they can be the difference between high turnover and a loyal, motivated workforce. When you listen — and act — your people stay.
Want to build an outsourced team with lower turnover?
Contact us to learn how our EOR solutions and HR strategies can help you implement best practices for employee retention.
