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Critical Problems In Employee Turnover

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It’s never ideal to lose a good employee. So, when one leaves it’s good to understand why. But, when an influx of people leave over a consistent period of time, it’s clear that deeper issues exist.

Hiring an employee isn’t necessarily a walk in the park. When it comes to company culture and the expectations therein, more often than not, the needs to fulfill positions are intricate and selective. Every company is different and every role within it has particulars that must be met and done so successfully. So, when interviews are set, in all hopes the large pool of applicants has been narrowed down to fit the role. In theory, this deep well of knowledgeable and experienced candidates will surely provide the perfect fit. But, this isn’t always the case.

It’s similar to the elementary task of picking teams for a game of kick-ball. You have two team leaders who need to analyze the selection of players, to understand their strengths and weaknesses and finally, what good they can bring to the overall team and it’s success. Simple. Easy. Or is it? What can happen in this situation is fairly predictable. Some leaders select teammates based on skill, while others choose based on popularity. One leader brings a player onto his team because the player promises results. Another leader looks over a player based on certain characteristics that may be deceiving. Suddenly, teams are not as fool-proof as one would think and the success rate changes.

Which brings us back to hiring talent. There is no way to guarantee a successful hire. Instead, you must trust and respect the process of building a team knowing that the system of requirements created specifically for selection covers what you need and want in employees. This alone takes a lot of time, energy and money! Which is why, when you do find a great fit, it’s imperative to work overtime to not only acclimate them to the company, the culture and the team, but empower them to take charge of their success. Because the last thing you want is high employee turnover.


© Flickr user stevendepolo.

Problems with High Employee Turnover

Besides the obvious problem that turnover costs money (lots and lots of it), it creates multiple issues that are hard to combat:

  • An overall productivity drain: Every time an employee leaves, the hiring and training process has to start all over again. For those in charge of this process, high productivity may seem impossible. It can certainly be disheartening and frustrating when a project is continually stalled because employees keep leaving.
  • Increase of workload on current employees: Given the above mentioned productivity drain, suddenly employees find themselves responsible for additional tasks outside their realm of work just so the project, team and/or company can stay afloat. And chances are, despite increased workload, their salary remains the same.
  • Employee dissatisfaction: With an increased workload and delay in productivity, suddenly current employees begin to feel unhappy, undervalued, overworked, stressed, and unappreciated. The moment this happens, perhaps they begin to consider looking elsewhere for a job.
  • Poor company image: With all the above effects that high employee turnover can cause, it’s hard to imagine a company not creating a poor name for itself. And once word of the bad environment is out, it’s even harder to challenge and regain a positive image.
  • Recruitment of less qualified talent: When employees are overworked and unhappy and the company image is not great, suddenly fewer people apply for positions. The rich, deep well of applicants your company once had is now suddenly a shallow pool of less qualified people.

In the end, high turnover breeds a company culture that contains dissatisfaction, disorganization, less productivity, high costs and less qualified employees. So, if you’re noticing that employees are leaving on a consistent basis, it’s time to analyze why they’re leaving and what can be done to keep current employees happy.

RED FLAG ALERT: If multiple employees leave at the same time, consider whether those in leadership roles are meeting the needs of their team. The last thing you want is to consistently lose good employees because their boss is impossible to work with.

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Ashley Lee

Ashley Lee

Ashley has been working with the AccelaWork team since 2008. She is a communications expert with a background in corporate work, and a graduate of the University of Dayton with a degree in Public Relations. She lives in the greater Indianapolis area with her husband and four children. Ashley enjoys jewelry, fashion, and coffee.
Ashley Lee

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