Employee turnover is often seen as an unavoidable challenge in the working market. However, frequent turnover is not just a trend – it’s a warning sign. But who’s to blame here – the company or the employees?
To clarify: this isn’t about natural or internal turnover, such as fixed-term contracts, retirement, or parental leave that aligns with internal career progression. The focus here is on external turnover, which raises questions for HR departments – and all of us – to reflect upon.
The reality is, companies themselves are often the primary cause of the “turnover crisis.” Instead of implementing real changes, many prefer to focus on employer branding to attract the next batch of employees. A bit of polished marketing on LinkedIn – problem solved, right?
If your skilled employees are leaving in significant numbers, the issue doesn’t lie with them – it lies with you. Leaders who accept turnover as an inevitable part of the working market fail to address the root causes: poor management, toxic workplace culture, and a lack of growth opportunities.
Money remains a key, though often unspoken, factor. Instead of investing in experienced talent or developing their own workforce, companies frequently choose the cheaper option – hiring less qualified staff. While this might seem cost-efficient in the short term, it proves expensive in the long run. The ongoing cycle of recruitment, onboarding, project delays, and quality issues drains resources and affects productivity.
Large corporations may barely notice when an employee leaves. In these environments, turnover can often be brushed aside. However, for small and medium-sized enterprises, even a single resignation can leave a significant gap that is hard to fill.
When a dedicated employee decides to leave, it’s rarely done impulsively. Such decisions often stem from deep dissatisfaction and a feeling that their loyalty and efforts have gone unnoticed. Individual needs also play a role, but how often are these needs genuinely explored? Without understanding the reasons behind employee departures, companies cannot address the underlying issues. It’s not about preventing every resignation but about identifying and learning from patterns.