Staff turnover

Staff turnover is the number or percentage of employees who leave an organization during a given period and are replaced by new employees. High staff turnover indicates that changes need to be made within the organization.

Measuring employee turnover is very useful for examining the reasons for turnover or estimating the cost of hiring. General references to rotation can be confusing; therefore, specific definitions and calculations for employee turnover may be useful to HR professionals.

Tracking employee turnover rates is also based on circumstances. That is why it is very useful to categorize employee turnover as voluntary or involuntary and desirable or undesirable. Voluntary turnover represents people who left the company of their own free will. Involuntary turnover represents people who were laid off due to performance or behavior issues, as well as those who are part of a seasonal layoff or general downsizing.

According to a survey of more than 600 HR Leaders, 87% of respondents said that improving retention is a top priority. These are some of the factors that help reduce staff turnover:

Analyze the reasons for turnover: it is important to collect the data, understanding that there is not the same cause for all departures.
Hiring the right people: making an effective selection involves conducting tests based on the evaluation of the skills and behaviors that they will need to put into practice.
Inspire transparency: transparency is crucial for any relationship to prosper in the long term, also for employees to stay in the company and for a healthy organization.
Competitive Employee Benefits: After paying employees a fair wage for their work, it's important to offer benefits that are attractive, competitive, and commensurate with an employee's development.
Offer work flexibility: flexible hours will have positive effects on retention, both for managers and the rest of the organization. Flexible working hours or telecommuting allow employees to adjust their time and place of work to their needs and thus allow work and personal life.
Give recognition: Showing appreciation for an employee's contributions is a great way to keep them engaged. Luis Castellanos, a pioneer in positive language research, shows that recognition has a contagious effect and helps to be much more productive.
Encouraging gratitude: promoting social skills in employees helps them connect with each other. Their relationships will be healthier, they will feel happier and they will be more attentive to the good behavior of their colleagues.

https://www.businesswire.com/news/home/20170109005377/en/The-Employee-Burnout-Crisis-Study-Reveals-Big-Workplace-Challenge-in-2017

We also talk about it in our blog:

Say goodbye to turnover

In Human Resources, reducing turnover rates is crucial. To tackle this issue effectively, it's essential to understand the reasons behind it and take steps to address them. In this post, we'll guide you on how to reduce turnover, enhance job satisfaction, and foster an organizational culture that encourages employees to stay with your company.

Why do employees leave the company?

The real reasons for employee turnover are like those questions we don't want to know the answer to. Perhaps because, if we do, we should face our own mistakes. But isn't that what mistakes are for? We can learn and we must act accordingly, if we want to work in a company where people really like to be.

Tips to avoid Burnout

One of the main factors influencing employee motivation is their relationship with their bosses. We give you some advice so that everything flows, flooding your organization with positive energy that gets rid of Burnout syndrome once and for all.

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