NO, THIS ARTICLE isn’t an excuse for ignoring or mistreating employees, or brushing off significant increases in turnover. It’s a close examination of two scenarios that could indicate some positive consequences of employee turnover.
In this new article, CultureIQ’s David Shanklin talks about what happens when turnover is too low, or when it has gone up, but for good reasons.
The first scenario involves the problem of presenteeism: “when an employee shows up to work every day and gives just enough to get by but no more than that.” Scenario two happens when your company adopts new initiatives but suddenly see people leaving while you’re working so hard to make things better. That could signal a problem with “culture fit,” when some workers would rather walk away than change.
“The first question to ask is: Who is leaving?” Shanklin says. “With any turnover, it’s important to know whether it’s your high-performing or high-potential employees who are jumping ship, because that should obviously trigger more serious alarm bells. If it’s your lowest performers who are leave, that is obviously less of a concern.”
Writes Shanklin: “The extent to which culture fit causes turnover is tough to detect, but exit surveys or interviews are the best method for doing so. It’s always possible employees are leaving not because they have different workplace preferences, but because they aren’t being fully supported through the change process. If support issues go unchecked, you risk losing high performers. They’ll leave outright, or their engagement will drop out of frustration and you’ll find yourself in scenario one.”
Learn more about how to get to the real story behind employee turnover in Shanklin’s essay for Recruiter.com