Nowadays, achieving a good work environment and meeting your business objectives is possible, in part, thanks to your work team. Did you know that staff turnover is a negative factor within organizations? Would you like to learn how to prevent this from happening? Read on and find out in this article!

What is employee turnover?

In the business world, business turnover is defined as the movement of employees in or out of an organization. Therefore, it is understood that there are constant changes in the people who fill certain jobs in the company.

Thus, three types of staff turnover can occur:

1. Internal staff turnover:

It occurs when an employee changes his or her job position within the same company in which he or she works. In these cases, it is usually considered as a point of improvement in the professional career and in the company itself. For example, it may be the case of a promotion in which the person moves to new duties.

2. External staff turnover:

Occurs when workers terminate their contract with the company and a replacement must be found to fill their position.

3. Natural staff turnover:

Another way in which staff turnover occurs is when retirement or death causes are involved.

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Causes of employee turnover

Currently, it is estimated that in Spain there is around 30% staff turnover in companies. But, do you know the reasons that cause this situation?  Here are the most frequent ones:

• There is a deficient recruitment process that results in people being hired who are not suitable for their jobs, leading to long-term layoffs.

• Offering uncompetitive salaries is often a reason for employees to leave the company, which in turn generates high costs for companies as they have to look for new personnel to fill the required positions.

• Presence of problems with the work environment usually generates dissatisfaction in the internal public, which increases the number of resignations in the company.

• When employees receive another job offer, and do not feel committed to the organization, turnover often occurs as well.

• The employee does not see opportunities for professional growth within the company and decides to leave his position.

• External changes in the employee’s private life may also lead to changes in the work team.

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Disadvantages of staff turnover

As we mentioned before, the rotation of external personnel can generate certain inconveniences in your business, that is why we have collected the main disadvantages they can cause, so that you can avoid this situation in your organization.

Unstable relationships with the company’s customers

In some companies, employees create a connection with customers and when they realize that they no longer work for the company, the existing business relationship may be compromised, as new employees will have to connect with customers and gain their trust once again.

Lack of teamwork

When jobs are constantly occupied by different people, it is difficult to create a work environment that emphasizes collaboration and teamwork. In addition, it sometimes leads to structural changes that negatively affect staff performance.

High costs

Finding new workers to fill abandoned positions is both time-consuming and costly. Why? Human Resources is constantly having to interview and select the right people, not to mention the subsequent process of adaptation and integration into the company.

The company’s image can be compromised

Being recognized as a company that fails to retain employees is a signal for external and internal public to doubt the company, thus affecting its corporate reputation.

Low motivation

For employees who are about to leave their position, as well as for the rest of their colleagues, they often witness a lack of motivation and enthusiasm that, in most cases, translates into a decrease in productivity levels.

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5 Tips to avoid staff turnover

Now that you know the disadvantages of staff turnover in companies, here are 5 tips to help you combat this problem:

1. Be transparent in the selection process

Be as clear as possible when assigning responsibilities and activities to be performed by the employee. This will allow you to gain the trust of your team and generate a harmonious environment that fosters collaboration and increases work performance.

2. Offer a competitive salary and ongoing training

We must not forget the relevance of the economic offer for candidates seeking to join a company. Therefore, make your company offer that plus to position you in front of the competition and, if it is within your possibilities, offer the alternative of continuing training so that employees can take advantage of this knowledge in the working world.

3. Recognizes logos and values teamwork.

Supervising the results of each employee is part of leading a company, and if you want to promote good performance, do not fail to recognize when the actions performed benefit your company. This way you will get a worker at ease within the organization and at the same time you will enhance the activities to be performed.

4. Adaptation to working conditions

If you want to avoid generating corporate turnover, it is important that you offer favorable working conditions and allow the company to adapt to various latent situations in the business world, such as flexible schedules, telecommuting or catering as an attractive proposal.

5. Pay attention to the work environment

This is probably one of the points to which you should pay more relevance, since the work environment is as important as any other action that benefits or generates money for the company. And it is because, by highlighting a pleasant working environment, employees decrease the search for new job offers and prefer to commit their time to their current job.

While it is true that staff turnover can cause certain disadvantages in your company, with proper management you can ensure optimal results and start building an ideal work team. Do you feel you need advice to achieve it? Contact our experts through our website!