its own costs<\/a> \u2013 advertising, onboarding, training, and coverage to name a few. But we also know that turnover is a manageable cost of doing business, and sometimes even welcome. In short, turnover is a metric to take seriously, but also realistically.<\/p>\nLet\u2019s examine a few potentially stressful situations related to turnover and explore whether they\u2019re really something you should be worried about.<\/p>\n
Potential Stressor: Your Turnover Rate Seems High<\/h3>\n
Whether a given turnover rate is high or low depends on many factors \u2013 both in and out of your control. If ineffective or toxic managers are scaring away talent, you should prioritize fixing that. If a bunch of employees resign about the same time, definitely pause and seek to understand why.<\/p>\n
But if most of your workforce consists of students who typically leave after graduation or entry-level workers who usually put in only a year or two before moving on, it\u2019s prudent to prepare for those departures, but the effect of these departures on your turnover rate needn\u2019t keep you up at night. Don\u2019t stress too much about a number \u2013 it\u2019s information that can be helpful, but also a distraction from what\u2019s really important.<\/p>\n
Potential Stressor: New Hire Quits<\/h3>\n
It never feels good when a new hire leaves within the first few months of their tenure with you, but unless it happens repeatedly, it\u2019s probably not a red flag.<\/p>\n
That said, digging into your recruitment and onboarding processes may help you tighten any loose ends. Look for disconnects between what is advertised and what the job actually entails. Conduct exit interviews if the departing employee is willing and ask open-ended questions about their experience. If you feel like you\u2019re getting only \u201csafe\u201d answers, be more pointed in trying to determine if the role was as they imagined based on how it was advertised, and whether there were any processes or people that contributed to their decision to leave.<\/p>\n
Building a process that creates a true job preview for candidates should prevent them from feeling like they\u2019ve been \u201chad.\u201d New employees who come in with a clear picture of what to expect and then have an experience that matches those expectations are more likely to stick around.<\/p>\n
Potential Stressor: One Team Has Much Higher Turnover<\/h3>\n
As you track turnover, you may notice spikes within one or more teams rather than throughout the company. Higher than average turnover rates among certain teams may point to bad management practices or unusually stressful working situations, but they also may be signs of normal and good things happening. Approach the situation with curiosity.<\/p>\n
You may find that teams with higher turnover operate with more entry-level or transitional positions that employees don\u2019t typically spend a lot of time in. Perhaps you have a manager who\u2019s regularly helping their reports move up in the organization or setting higher (but still reasonable) performance standards than their predecessor. You may also find that the work that the team does is more stressful, grueling, or monotonous than work elsewhere in the organization. You\u2019d expect higher turnover in these situations. It\u2019s not necessarily a problem you need to solve, but it\u2019s definitely something to account for.<\/p>\n
Parting Thought on Turnover Stress<\/h2>\n
If you work in HR, you may have some sleepless nights. It\u2019s the nature of the job. You\u2019re constantly putting out fires, addressing emotionally challenging situations, and taking steps to make every hire a good investment for the company. When people leave, it can feel like you\u2019ve failed.<\/p>\n
But be kind to yourself. Turnover is always important \u2013 but it isn\u2019t always a problem. Turnover is normal and expected. Some turnover is good! Approach employee departures with curiosity and patience. They may indicate that something needs to be fixed or tweaked, but they may also be a sign that everything is working as it should.<\/p>\n
How GTM Can Help With Employee Turnover<\/h2>\n
If your business is experiencing a high rate of turnover, complaints from your staff about managers and supervisors, or just a feeling that something isn\u2019t working within your organization, a cultural review<\/a> might benefit you. A cultural review provides employee feedback on your organization\u2019s strengths, opportunities for improvement, and recommendations for continued future success. Our HR consulting experts will provide a detailed report containing findings and recommendations, based on HR best practices and organizational structure. Fill out the brief form below for more information.<\/p>\n","protected":false},"excerpt":{"rendered":"Explore some potentially stressful situations related to employee turnover and whether you should be really be worried.<\/p>\n","protected":false},"author":7,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[266],"tags":[19,101,129],"post_folder":[],"class_list":["post-13793","post","type-post","status-publish","format-standard","hentry","category-consulting-services","tag-human-resources","tag-retention","tag-turnover"],"_links":{"self":[{"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/posts\/13793","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/users\/7"}],"replies":[{"embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/comments?post=13793"}],"version-history":[{"count":3,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/posts\/13793\/revisions"}],"predecessor-version":[{"id":13797,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/posts\/13793\/revisions\/13797"}],"wp:attachment":[{"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/media?parent=13793"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/categories?post=13793"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/tags?post=13793"},{"taxonomy":"post_folder","embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/post_folder?post=13793"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
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