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See the AgendaBy Tim Vaughan
— March 29th, 2022
Employee turnover is defined as the measurement of the number of employees who leave an organization during a specified time period, typically one year. It doesn’t matter whether the employees resigned or were fired, their absence takes a toll on the overall productivity of the company.
A high employee turnover rate is an expensive problem for any company to have. According to recent research from SHRM, direct replacement costs can reach as high as 50%-60% of an employee's annual salary. However, this cost doesn’t include the loss in productivity that companies face when dealing with high turnover rates.
Understanding turnover has never been more important as Millennials, who now make up nearly 40% of the US workforce, don’t stay at their jobs as long as previous generations did.
In fact, a recent Gallup report on Millennials revealed that 21% say they've changed jobs within the past year, which is more than three times the number of non-Millennials who report the same.
Calculating employee turnover is simply a matter of dividing the number of employees who left the company during a specified period by the average number of employees working for the company in the same period.
To find the average number of employees, an employer should add the number of employees they had at the beginning of the period to the number of employees they have at the end of the period, and divide that number by two.
Companies lose 18% of their workforce to turnover each year on average. Around 12% of this is voluntary, and 6% is involuntary (layoffs, termations, etc.).
Certain industries report higher employee turnover rates due to the nature of the job. Retail, staffing agencies, hospitality, and fast food have the highest employee turnover rates, according to the Small Business Chronicle.
According to a recent report from MIT Sloan Management Review, employees are quitting their jobs in droves because of toxic workplace culture, not low pay. In fact, the report says toxic workplace culture is 10.4 times more likely to contribute to an employee quitting. Data analysis identified three elements of a toxic culture:
Recognition helps employees see that their company values them and their contributions to the success of their team and the organization overall. When employers fail to offer their workers this recognition, it has serious consequences.
Employees stay with companies that show they appreciate the contributions their employees make. Employers who use relatively simple measures for recognizing their employees can actively reduce high turnover rates.
It’s no secret that employees value professional and personal growth opportunities. Research shows development opportunities lead to higher employee retention and engagement levels. If a worker feels trapped in a dead-end position with no chance of receiving a promotion or raise, they will be tempted to look elsewhere.
It’s only natural for employers to want their staff to be as productive as possible and there will be occasions when every company is busier than usual.
However, employers must always be conscious that their employees are not being overworked as it will likely lead to burnout. Recognized as a medical condition by the WHO, burnout stems from chronic workplace stress and leads to employees who are less motivated, less creative, and less productive.
Getting talented people to stay with an organization requires examining the reasons why they leave, what it costs the business and what can do to change it. Employees leave for a variety of reasons such as lack of culture fit, an unhealthy work environment, or below-average compensation.
To keep on top of employee turnover, there are a number of steps companies can take such as hiring the right people, investing in their employees’ growth and offering them the recognition they deserve. Having low turnover comes with a host of advantages for organizations including an increased sense of employee morale, productivity and engagement.