Employee Turnover – What is it and How to Avoid it?

[soniya55531]

You may have heard of turnover, employee turnover or even high employee turnover, right? But do you know what it is, what it means and how you can avoid or improve this rate?

If you're here, you certainly want to know what turnover is and how you can avoid or improve these numbers within your company. So come with me and I'll explain every point you need to know.

What is Turnover?
Employee Turnover
Image by freepik
Turnover in a translation would be “ rotation ”, so employee turnover is the turnover of employees that we have in a company.

Employee turnover is nothing more than a rate or index that indicates the number of employees who leave a company and are replaced by new employees.

In your company or somewhere else you have already seen this happen, whether it is to cut costs or even to increase productivity by replacing an older person in the company with younger people and paying a lower salary.

So, the turnover of people would be the percentage of people replaced by the total number of employees. This calculation is usually done annually, so the company has the calculation of the turnover percentage of the company for that year.

How Does Employee Turnover Occur?
As I said before, turnover is the percentage of company cryptocurrency data employees who are replaced , that is, they leave the company to make way for new employees.

But what is the reason for this? There are some factors that can increase this percentage. There are some factors that are factors of the company itself, so in some cases employees are replaced to reduce costs or even for necessary reasons (dismissal for just cause, for example).

But we have the factors of the employees themselves, the factors that make these employees decide to leave the company. And this is more common than you might think, just take a look at some of the reasons:

Job dissatisfaction
Lack of opportunities for professional growth
Workplace conflicts
Work-life balance issues
Inadequate organizational culture
Lack of recognition and reward
Unequal division of employees in the same sector
Privileges for employees who have contact within the company
These are just a few reasons why employees decide to leave their companies , and I bet you've heard many, many people giving at least one of these reasons for quitting their job and looking for something more interesting.

Salary within a company is not always the most important factor when choosing a person. These points I mentioned are very important, especially when we talk about opportunities for professional growth.

Have you ever imagined joining a company, working for 10, 15 or 20 years and continuing in the same position, in the same position and earning practically the same salary?

I know people who spent 10 years earning the same salary (a low salary, by the way), but they stayed there because it was comfortable. However, a person who has the goal of growing in a company, that is no longer their first option, so if the person is in that company, they will soon look for another job or will not even accept working there.

Many companies, during the job interview itself, ask if you will leave the company if they offer you another job or another proposal. Think about it, because for the company it is not a very attractive fee, but for the employee it is something that weighs heavily.

You don't want to work or own a company where there is a high turnover of employees. They will soon think that there is a problem, that the company is not good, that it doesn't have quality, that it doesn't pay well...

We could spend hours talking about the various problems and reasons why an employee might leave their job in search of another with better conditions (not necessarily the salary), but let's continue with the measures to prevent this rate from increasing within the company.

[yadaysrdone]

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