Turnover Rate

Last updated: August 25, 2024 at 7:57 am

While all organisations have to accept some level of turnover, too much of it can significantly affect performance.
In fact, a company should ideally have a lower staff turnover rate so that it is possible for the employees to grow with the company in terms of responsibilities and tasks, higher-positioned jobs, and for those who have the interest and are qualified to be managers.
Not only can replacing an employee cost 33% of their annual salary, but watching people leave constantly can tank morale for everyone else, both internal and external.

An often overlooked aspect is that a high staff turnover rate has varying effects on different relations:

• In a sales department where a salesperson has close relationships with clients, the departure of an employee can decrease turnover since personal contact is often crucial in such cases.
• In a research or engineering role, it is crucial to possess knowledge of the development process leading to the final product. Individuals must retain this valuable knowledge as not all information is documented, preventing its loss. The departure of knowledgeable or relationship-building employees from a company incurs significant financial costs.
• Upon a programmemer’s departure from a company, what is the arrangement of the programme? Which modules relate to which, and how are these technical collaborations connected? Mapping this out for a beginner can be a very time-consuming process.

Candidates are observant of companies with a prominent presence of job openings, particularly in specific departments.

Analyses indicate that a company experiences a significant rate of staff turnover, as evidenced by the frequent vacancies in a specific department within a brief timeframe, which is not attractive.
Out of the 3,000 respondents, 2,200 participated in the analysis. The analysis revealed that if these respondents were aware of the high staff turnover rate, only 34% of them would consider applying for a position in the company. In other words, the company loses out on 66% of potential candidates. It is a high number!

That’s why knowing what a turnover rate is and keeping track of it is important for HR departments.

But tracking, managing, and lowering this metric isn’t as simple as it seems. Here’s what you need to know about the ins and outs of turnover.

Introduction

Essentially, your organisation’s turnover rate indicates the proportion of employees you have lost during a specific time period, expressed as a percentage of your total workforce. It converts subjective emotions and perceptions (such as “I have a sense that we are consistently losing employees”) into objective data that can be compared to industry standards (for example, “Our rate of employee turnover is twice as high as the average rate in our industry”).  Given that employee retention is within the purview of HR, the task of calculating and managing turnover rates also falls under their jurisdiction.

Defining Turnover Rate

A turnover rate refers to the percentage of employees who leave a company within a specific period of time, typically a year. It is a measure of the rate at which employees are leaving and being replaced in an organisation.

An excessive rate of employee turnover can severely impair an otherwise robust organisation.

Although all organisations must tolerate a certain degree of employee turnover, an excessive amount of it can have a substantial impact on performance. It is crucial for HR departments to have a clear understanding of the concept of turnover rate and to diligently monitor it.
However, the task of monitoring, controlling, and reducing this measurement is not as straightforward as it appears. Here is the essential information you need to understand the intricacies of turnover.

How is it calculated?

The calculation of a staff turnover rate has been approached from various perspectives. However, I will present the method that I consider to be the most accurate.
Nevertheless, it is crucial to bear in mind that it would be beneficial to compute them based on job category, department, and geographical region.

Computing the rate of employee turnover

The turnover rate of your organisation can be determined using this straightforward formula:

The turnover percentage is calculated by dividing the number of employees who have left the company by the total number of employees and then multiplying the result by 100.
It is important to observe that turnover rates are typically computed on a monthly, quarterly, or yearly basis.
Frequently, organisations opt to utilise the mean number of employees during that duration instead of a specific number to accommodate for fluctuations.

In my opinion, this is one of the most important numbers in a company in the HR area!

Comparing Regrettable Turnover to Other Types of Turnover

Not all turnovers possess identical characteristics, and typically only specific categories of turnover will contribute to your turnover rate. To obtain a comprehensive understanding of your workforce’s attrition rate, it is advisable to consider all types of turnover. However, HR departments typically focus on regrettable turnover, which refers to turnovers that negatively impact the organisation or involve the departure of a high-performing employee.

Additional forms of turnover encompass

• Unintentional termination of employment can occur when an employee is involuntarily separated from their job due to circumstances beyond their control.
• Voluntary turnover refers to the act of employees choosing to leave their job of their own accord.
• Voluntary attrition that could have been prevented.
• Robust revenue growth.
• Withdrawal from one’s occupation or career due to reaching a certain age or fulfilling specific criteria.
  Whether you incorporate them into your turnover rate hinges on the specific calculation you are attempting to perform.

“Excessive turnover can cripple an otherwise healthy organisation”

5 Factors That Impact Regrettable Employee Attrition

Individuals depart for various reasons; however, when it comes to regrettable employee attrition, there are certain common culprits:

1. Inadequate remuneration: Approximately 66% of resigning employees cite low salaries as the primary reason for their departure. While money may not be the sole determinant, during periods of high job market demand, turnover rates tend to rise.
2. Insufficient prospects for career advancement: Every individual requires opportunities for professional growth, with a particular emphasis on high achievers. If employees perceive a lack of upward mobility, they will likely choose to leave the company.
3. Inadequate management and leadership: Over 52% of employees who resign cite their manager as the primary reason for their departure. However, inadequate choices made by superiors in your organisational hierarchy can also result in the departure of high-achieving individuals.
4. Insufficient equilibrium between work and personal life and the state of being emotionally and physically exhausted: A significant majority of individuals searching for employment prioritise work-life balance over a lucrative salary. Currently, it is probable that there are numerous employees in your organisation who are actively seeking opportunities to enhance their work-life balance.
5. Conformity to organisational values and mission: Certain employees may not align well with the organisation’s values and mission, regardless of their performance. Ultimately, that misalignment can result in them transitioning to a new opportunity.

Not all factors that contribute to regrettable turnover are under your control, such as the ability to compel an employee to alter their values. However, there are certain measures you can take to diminish your employee attrition rate.

Methods to Reduce Unwanted Employee Attrition

Irrespective of the type or scale of your organisation, implementing common strategies can significantly decrease your turnover rate. Avoid attempting to fully implement all of them simultaneously; instead, start with one or two and gradually expand as necessary. Presented below are a selection of highly effective strategies.

• Implementing efficient onboarding programmes: Although numerous organisations tend to exclude new hires from their turnover rates, the manner in which you onboard employees can impact their performance throughout their entire period of employment.
• Providing professional development and growth prospects: Your most exceptional employees will seldom desire to remain in the same position for an extended period of time. Even if you are unable to provide them with a promotion, endeavour to provide them with opportunities to acquire new skills or assume responsibilities that align with their interests.
• Improving the channels of communication between employees and leadership: Assessing the morale and sentiments of your employees, particularly following challenging managerial choices, is vital for mitigating employee attrition. An increase in turnover is likely to occur if employees perceive their leaders as issuing authoritative directives from a high vantage point.

Establishing a favourable workplace culture and enhancing employee experience are imperative in minimising employee attrition. Allocating resources and actively working towards cultivating a healthy company culture are essential to achieving this goal.
Maintain a competitive compensation package. In order to retain your most talented employees, it is imperative to cultivate an exceptional work environment that is both fulfilling and gratifying.

Supervising and Modifying Methods to Maintain Employees

Implementing a single strategy alone is insufficient to effectively reduce high turnover rates, particularly during its initial implementation. Continuously consider the subsequent iteration of your plan to retain employees. To make effective enhancements, it is crucial to diligently monitor all available data and be receptive to feedback.
Both data and feedback are essential for assessing the efficacy of your endeavours. And there is only one method to accomplish that without generating additional labour for oneself.

Utilising Technology to Minimise Employee Attrition

Effectively managing turnover rates is of utmost importance; however, it entails a significant amount of effort, adding to the already extensive tasks on your agenda.
There are so many values in these figures and what lies behind them, especially with a focus on culture and behaviour, so it is, in my opinion, very significant.

It is crucial to keep in mind

Ultimately, we possess the capacity to respond, whether it be with swiftness or sluggishness. Presented here are several figures that are undeniably accurate. However, it is crucial to inquire about the underlying reasons behind the observed numerical patterns. Simply examining the numbers alone is insufficient, as there are numerous variables within each department and location that impact these figures.

It is imperative to take action, but ensure that you possess a comprehensive understanding of the underlying reasons before proceeding.

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