Member Article

The Employee Turnover Is Quandary For Organization

Imagine the scenario in which a frustrated senior management of an organization has experienced a large turnover. The employee turnover directly affects the ongoing quality of work that ultimately leads towards many problems for the company. Though it is a great challenge to keep the employees within the organization but Employee Turnover is simply a fact of the business world, and every organization faces this challenge.

Before getting into the details of the causes of employees leaving the organization, let’s take a look at the brief definition of employee turnover. It refers to the percentage of employees leaving the organization and replaced by the new employees. The turnover of employees is of two types.

Voluntary Turnover- when an employee decides to leave the job for some personal reason then it is called the voluntary turnover. The employee may leave the job to join some other company, or he/she may have moved to some other place, and it has become difficult for the employee to continue the job, or there may be some other reason. But involuntary turnover the employee takes the decision by himself to leave the organization.

Involuntary Turnover- In the involuntary, the decision of leaving the job is not taken by the employee. When the company fires or terminates an employee due to some reason, then it is called the involuntary turnover. The reasons could be many as poor performance, absenteeism or the violation of workplace policies.

The impact of turnover of the employees is based on the current situation of the company. If the company is facing financial problems, then layoffs can help a bit. But when you have to complete the important projects, and you are facing the voluntary turnover then it greatly affects the process. Moreover, the cost of hiring a new employee or training a new employee could be a burden on the company.

The causes of employee turnover are as follows: Poor training of staff Problems in scheduling the staff Troubles in controlling the staff Bullying Internal miscommunication Stress Dissatisfaction Having inadequate skills No growth opportunities available

These are some of the common causes of high turnover within the organization. The manager must evaluate the situation and try to reduce the turnover. Well, the manager has to carefully analyze and decide whether the turnover is in favor of the organization or not.

This was posted in Bdaily's Members' News section by Carlos M. Renard .