Staff turnover - what are you doing?

A BUSY EXECUTIVE WANTS TO KNOW 2 THINGS: ‘WHAT’S WRONG?’ AND ‘WHAT ARE YOU DOING ABOUT IT

After conducting your retention research, provide senior leaders with the salient points and your action plan. Tell your senior team who’s staying and why, who’s left and why and what you’re doing first to encourage high value people to stay.



LOSING ONE HIGHLY SKILLED PERSON CAN BE THE EQUIVALENT OF LOSING 10 OTHERS.  WHO ARE YOUR MOST VALUABLE PEOPLE

Many years ago, we discovered that there are 3 types of turnover – we call them the ‘3 S Types’.

The first type is ‘Turnover of Skill’ – and it’s the worst one!

You employ some very highly skilled or experienced people – these are your high value staff.

Will you lose sleep if they go? Will the share price be affected? Will there be a loss/delay in sales? Will the manager be distracted from his/her work during the vacancy? Are these skills/personal attributes valuable to your competitors?

Look at your turnover statistics – are you losing too many skilled people?