Turnover Turbulence: Understanding The Impact of High Employee Turnover

When it comes to maintaining productivity in the workplace, you need a team of hard-working, efficient, and loyal employees. Ideally, your company wants to protect the star employees who keep your company running like a well-oiled machine, but that can be difficult to guarantee.


While every small business experiences some degree of turnover, or the rate at which staff members leave and are replaced, high turnover can lead to severe consequences — it can give employees and competitors the impression that something is amiss with your company.


Turnover can be unpredictable. Any number of direct and indirect reasons can contribute to it, including negative relationships with management, no room for growth, personal circumstances, or inadequate hiring practices. The disadvantages of losing a valued employee can be difficult to overcome, and even amplified when there are multiple defections in a fairly short period.


High turnover can affect many aspects of your small business, ultimately hurting workplace morale and your bottom line because of the time it takes to attract, hire, and train new employees. If your employees don’t feel valued and well-compensated for their work, they’re likely to look elsewhere. When this happens, your company burns through valuable time and resources playing catch-up.


There are steps your management can take to maintain a higher retention rate. Combating high turnover starts with effective hiring practices and continues with the opportunities available to the employee. By offering incentives and focusing on the company’s reputation and identity, for example, workers are more likely to stay long-term and grow with your organization.


In order to keep employee turnover at a minimum, you must understand why it happens and realize the stress it can place on your business. See the accompanying infographic to learn more about what you can do to maintain a healthy work environment.


Courtesy Of Advanced RPO