HR How-to: Employee Turnover Expected, Here’s What You Should Know

We all know that retaining an employee is much less expensive than hiring and training a new person. However, employees leaving their jobs – to some degree – is inevitable, and some turnover can even be good for business if it means bringing in new talent and fresh ideas.

To put it in perspective, HR Bartender recommends remembering the following concepts:

Former employees are a reflection of your organization:
People carry their work experience with them for the rest of their careers. It shapes the type of work they take on, the environment they choose to work in, and even how they behave on the job. If an employee speaks badly of their time at your company to a competitor or even future clients, it can be detrimental to your business. However, a glowing review – even if it comes with a caveat that the environment was challenging or the job wasn’t for them – can never be bad.

Think of the boomerang:
Even if an employee is leaving their position, it doesn’t mean that they won’t boomerang back at some point, perhaps again as a full-time employee, or even as a part-timer or on a freelance or contract basis. It is in a company’s best interest to maintain a good relationship with these employees as they may one day be interested in rejoining the organization, this time with additional experience or even skills that can make them even better at their job. Some employees with niche skills may be able to be wooed back for special projects or assignments, helping to avoid contracting out work to other specialty firms at a premium price.

Think of the referrals:
If an individual has a far from favorable experience at your company, the likelihood that they will refer job candidates or even clients to your organization is pretty much obliterated. Instead, if you keep things cordial, the employee will feel comfortable endorsing your business to their peers.

The biggest take-home message for businesses is to realize that the employee-employer relationship lasts well beyond the time that the individual is in their cubicle. Rather, it is a relationship that needs to be fostered and cared for while the employee is in house, end on a good note when the employee decides to leave, and remain cordial through any future contact.

Curious about what employee turnover is costing your business? SHRM has a series of calculations that can help you put a price tag on a worker’s exit here.

Abel HR can help with benefits administration and best practices.