Employee turnover: A guide

• Who is leaving?

As discussed earlier an organization can lose employees that are underperforming as well as the good ones. Hence come on you need to identify which employees are leaving so that you can take necessary actions. An organization can make efforts in retaining the good employees or choose to let them go if they are the underperforming ones. A survey needs to be performed to identify which employees are leaving and then take necessary measures depending on the situation which will directly affect the organization performance.

• When are they leaving?

The timing of employee departure is also important for understanding employee churn. If the employees are leaving some days after joining, you should take a look at your onboarding process and job description etc. If the employees that worked with an organization for years decide to leave, there might be an issue of less career opportunities, less engagement, lack of employee benefits, etc. Understanding these reasons will help you repair your employee processes.

• Why are they leaving?

There might be various reasons for an employee to choose to leave an organization. it might be poor management, superiors, lack of engagement, employee processes, and so on. It is crucial that you get to the root of these reasons and act upon them as soon as possible to prevent future employee departures.

Why do you need employee turnover?

• Better pay – employees may decide to leave their organizations for a better day at someone else’s. It is crucial that you understand different employees have different motivations to be productive. there will be employees that have worked with you for years and still decide to leave your organization for a better opportunity. 

• Low engagement –  lack of regular feedback may lead to the employees thinking they are not being heard. They go for more challenging roles at some other place for quality work, they don’t feel listened to or supported by the management or did not receive enough training and guidance for their responsibilities. 

• Less future opportunities – better performing employees are always on a lookout for much better opportunities to showcase their skills sets. They need to be involved in the workforce and provided with professional and personal growth. 

• Poor management – poor employee management affects directly on the employee performances and productivity. Every employee needs to be monitored and managed depending on their responsibilities.

• Poor work culture – employees pay more attention to the workplace they work in. organizations work culture is what sets it apart from the rest of the competition. The work culture is a mixture of physical and mental stability with the employees being respected and valued. 

• Work-life balance – unhealthy work-life balance can also drive employees away. Employees should be able to pursue their dreams of studies or hobbies while working in your organization. Management should work with the employees to help them achieve a proper work-life balance.