Perhaps employee turnover is not as bad as we think. Maybe, just maybe, some turnover is good.
I recently attended a seminar on employee morale. The basic premise was that employees who are "happy" are better workers; they are typically more productive and stay in their jobs for a longer period of time. It seems that the basic measure of success or failure had to do with employee turnover. The implication being that if employees are unhappy, they leave. If they are happy, they stay.
As business leaders we are told that turnover is a measurement of failure and an indication that something needs to be fixed. But we know that many times this premise doesn't hold up. Employees leave for a whole host of reasons -- sometimes for reasons that have nothing to do with the employer and/or the employees' "happiness."
Truth be told, turnover can be an indication that something is wrong, and of course, it is expensive. Some say turnover costs between 10 and 20 times the employee's weekly wage.
However, let's balance out the negatives with the potential benefits. It can be difficult losing people, particularly people in key positions. There are though, some good things that can happen when you bring in a new employee. For example:
So, yes employee turnover can be disruptive and suggestive of problems. But, it can also create opportunities -- opportunities that can create real value for a company.
At Forté Human Resources, we only have only "A" players and very little turnover. But it does happen; employees sometimes leave. We always wish them the best and then always strive to make the best out of a difficult situation. Hiring the right person for the job can be difficult. If you need help, call us.