There are companies that seem to never have turnover of employees. People stick around forever. Leadership is proud of to celebrate 20, 25, 30 and 35 year employees.
Then there are other companies where turnover seems to be a regular and recurring thing. Recruiting is its own department; not a part of Human Resources. Leadership breathes a sigh of relief when someone reaches the six-month mark.
But which is better – high turnover of employees or low?
Clearly some might say that high turnover is more of a problem than low turnover. I’m not so sure of that.
- Turnover leads to new ideas
- Turnover leads to new energy in the organization
- Turnover leads to innovation
- Turnover leads to new experiences being introduced to your company
- Turnover leads to keeping people on their toes
- Turnover needs to new relationships
- Turnover leads to new products and services
- Turnover brings with it new business leads
But what’s the right rate of turnover?
I think the answers lie in your sales figures, your bottom line results, and the level of employee morale and engagement you are witnessing.
Take a Recess today and look at your level of turnover and ask yourself a hard question: Is our level of employee turnover hurting or helping your organization?