Handling Employee Turnover
Putting a Positive Spin on a Negative Concept
Employee turnover isn't always a bad thing. Here's how to look at this typically negative concept in a more positive light.
For most people the words “employee turnover” have a negative connotation eliciting images of flood gates opening and great hordes of people rushing out. However, employee turnover is not just a one-way street. It has implications, both positive and negative, for both employers and employees.
So how does a fluctuating employee population impact an organization and its labor pool?
While employee turnover may signal that an organization has issues that have not been fully addressed, employee turnover can also provide employers with an opportunity to refresh the talent pool or make needed changes to infrastructure.
First, employee turnover is a vital organizational statistic that can provide management with much needed information about the current climate of their organization. Tracking turnover via termination records and exit interviews can provide details about trends. This may include high turnover in a specific department where a weak supervisor has been identified or finding a recurring reason why employees leave such as because of poor benefits. Armed with this information employers are better equipped to deal with any issues and make positive changes.
Next, employee turnover is the natural progression of an organization. Instead of seeing it as an annoyance, look at it as an opportunity to make needed adjustments. Any time a vacancy occurs, instead of rushing to fill it with the next available warm body, consider if the current department structure works. Is there a way to do things more efficiently? Does this position even need to be filled or are there employees in place who might like to take on the challenge? Is there a way to automate, outsource or eliminate responsibilities?
Finally, if a position needs to be replaced, reconsider the skills, abilities, and knowledge of the individual hired. There may be additional talents the new employee should have or perhaps a trainee would give an added advantage.
Now on the employee side, turnover can be difficult because of the personal impact they feel. It may mean friends are leaving, so there is an emotional tie causing a dip in morale. Or those that remain behind may feel put upon as they have to carry the extra workload, so not only is there a decline in morale, there may be a decline in productivity.
However, for the remaining employees, there is also an upside to turnover. It may result in promotions into vacated positions or changes to infrastructure creating new opportunities for growth or learning. Employees facing an ever-changing work environment due to employee turnover may now have better career opportunities by stepping up to the plate to take on added responsibilities or by giving input on how to improve department functions.
Whatever someone's role – employer or employee – remember that employee turnover can have a positive impact if viewed in the proper way.
