8 Ways Your Business Can Manage High Turnover

Every business, regardless of scale, has to deal with employee turnover. Even the most successful businesses face employee turnover at some point, as staff come and go regularly. Because finding and training a replacement requires time and money, it is to your company’s benefit if you try to limit employee turnover.

Employee turnover has a huge impact on any company’s trajectory, and you’re not alone if you’re having difficulties with it. Staff turnover is a problem that even the most experienced businesses face. The majority of business owners and corporate leaders do not pay attention to employee turnover until it becomes a costly issue. This is, of course, a counterproductive strategy.

As the economy continues to slowly recover from the pandemic, a greater proportion of employees may look for better opportunities in other companies moving forward.

Why are employees leaving?

As per the Bureau of Labor Statistics, three out of five persons who leave their job are actually quitting as opposed to getting fired or laid off. More often than not, people leave their jobs not because they found a  new or better opportunity in another company but because they are unhappy in their current position.

Employees will struggle to be effective, productive workers who take pride in their jobs if they are not constantly provided the attention and resources they require to prosper in their profession. As such, they may grow dissatisfied and frustrated, which leads to giving up and departing.

The average annual turnover rate, according to a LinkedIn survey, is around 11%. Add in employees who would have changed jobs during the pandemic but didn’t because they were afraid of losing their jobs, as well as employees who seek more flexibility than their current employers can offer. All of this sums up quite a lot.

How much is the cost of high employee turnover?

Employee turnover is costly. Some costs, such as the expenses related to finding and onboarding a replacement, can be quantified in money. These costs are estimated in a variety of ways.

According to research; replacing a paid employee costs six to nine months of that person’s yearly salary. Other studies suggest those figures could be substantially higher, especially for high-wage jobs.

Other economic costs associated with turnover may include missed clients and revenue, as well as overtime expenditures for other employees who do extra work until a replacement is found.

Here are numerous other indirect costs your organisation should prepare for when someone quits.

  • More workload
  • Reduced employee morale
  • Less engagement
  • Rise in absenteeism
  • Risk for burnout
  • Decreased productivity
  • Possible loss of institutional knowledge

That said, effectively managing turnover and enhancing staff retention may save you a significant amount of money.

8 Efficient Ways Your Business Can Manage High Turnover

Here are suggestions for slowing down your company’s revolving door. The goal is to motivate your finest staff to stay with you for the long haul.

1. Analyse the turnover

Changing something you can’t measure can be challenging — that’s why it’s crucial to collect data carefully, keeping in mind that not all turnover is created equal and that how you evaluate employee turnover matters. People leave their jobs for different reasons, so it’s not wise to generalise the reasons for employee turnover.

When employees leave, you must assess your knowledge of the reasons for their resignation. Keep in mind that you could also gather qualitative data through engagement surveys and other methods.

You can seek employees’ inputs openly or use tools that assist organisations in gathering feedback anonymously. You could even search Glassdoor for common sentiments of employees regarding workplace culture and see if they somehow mirror what goes on in your organisation.

2. Find and hire the right fit

Hiring the right staff is the first step in retaining employees. Employees with exceptional talents that fit your open position are likely to get hired.

But, how well do your staff fit into your company culture? While having the necessary work qualifications is important, that is only one aspect of what makes someone an asset to your company.

Matching a candidate’s values, objectives, and goals with that of your company is also vital. For instance, if you require someone who can take on more duties, a candidate seeking training and professional development could be ideal.

When an individual’s strengths and interests suit their job and the company’s overall needs, mutual success and satisfaction happen more naturally. Such employees are more likely to be engaged, productive, and less inclined to hunt for another job. Finding a good fit may take a little longer, but it’s one of the most important things you can do for your employees’ long-term happiness as well as your own.

Use smart onboarding

Getting your new hires off to a good start will help them stick around. A well-thought-out onboarding process ensures that a new employee has a positive first impression of your organisation. But it takes more than just making a strong first impression to help them succeed.

It requires a personalised onboarding approach tailored to the needs, job, and performance goals of the employee. In a nutshell, you should assist them to grow and flourish over their initial weeks and months at your organisation.

4. Employ recognition strategies

It’s our nature to want to do things for which we will be rewarded and recognised. Rewards and recognition demonstrate to your employees what your firm values in their behaviour and assist them in achieving success, resulting in increased job satisfaction and loyalty.

Employees who feel valued and appreciated are more likely to stay with you in the long run. As such, meaningful employee appreciation initiatives should be a top focus in your entire employee retention strategy.

5. Offer competitive compensation and benefits

Everyone seeks to be compensated fairly. Most of us pay for necessities such as housing, utilities, and food. Most people also desire enough money to spend on frills. If you don’t pay your staff well, they’ll go work for someone who does.

It’s a good idea to conduct wage market research when determining compensation packages for your personnel. Find out how much your competitors are paying their employees and implement a salary range that is at par with those holding similar jobs.

6. Showcase the career path

Employees who remain stagnant at work may look for another position if there is very limited opportunity for them to improve their skills and knowledge. Presenting a projected career path to employees provides them with a sense of direction and purpose.

By outlining a clear career path for your staff, they’ll know how they can advance from their current position. It could be an upward or lateral movement. Alternatively, your staff can gain additional responsibility in their present role. Whatever it is, make it clear to your employees how you can help them achieve professional development.

7. Allow flexible working hours

Nowadays, employees want a flexible work setup where there is harmony in their personal and professional lives. Work-life balance has a direct impact on retention. As more and more businesses are becoming aware of this, failing to provide employees with flexibility in terms of work hours and location may compel them to quickly search for work elsewhere.

Allow for flexible work schedules if at all possible — let your staff pursue interests outside of work, attend appointments, and care for their families. If you need them to be at your business at specific times, you can still offer other forms of flexibility, such as offsetting schedules.

8. Cultivate camaraderie

Building good rapport and strong relationships with the people who work for you can serve as an incredible employee retention factor. Begin by developing a culture of mutual respect and an environment that fosters friendships.

Additionally, you must ensure that each team member feels a sense of psychological safety, knowing that their ideas will be acknowledged, thoughtfully examined, and never ridiculed.

Final Thoughts

High turnover is a problem in so many businesses, but it doesn’t have to be in yours. Any of these strategies have the potential to boost employee retention and keep you ahead of the game.

One of the most effective methods to improve your team’s work experience is to reinforce the value that their contributions provide to your organisation. Spread cheer and happiness regularly. Implementing peer-to-peer recognition is also effective.

It’s one thing to claim you’re committed to developing a solid corporate culture or that your staff are your most valuable asset, but do you really mean it? You don’t have to succeed in every endeavour, but you do have to show your efforts. Aim for constant progress in making your company a great place to work.

Ralph Wintle - Profile

Posted by: Ralph Wintle

Ralph is the Head of Product for Earlypay, an invoice finance platform. Having been in the industry for many years now, he writes content that aims to help small businesses grow.


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Benefits of Leadership Skills in Today’s Tech World

Any organisation can work better when the leader of that organisation possesses leadership qualities. Not everyone has leadership qualities or not everyone can grab them. To attain these qualities, one needs to be down to earth and dedicated towards their organisation. The person who has leadership qualities has the power to influence the group towards the realisation of their goals. It is a process in which a leader has to guide, influence the behaviour of his subordinates, and motivate them to work harder to attain particular goals in a specified period. The leader must possess few qualities that are crucial for the achievement of their company: intelligence, maturity, and a way to tackle every situation patiently.

The work done by the subordinates fully depends on the leader. The leader plays the main role in shaping and moulding his team members to achieve the company’s goals. There is a difference between being a boss and being a leader. The boss is the one who thinks about himself only but the leader coordinates with his whole team and treats everyone equally. For the successful running of an organisation, one must be a leader, not a boss. The leader is crucial for the company as he builds up the morale of his subordinates, motivates them, and builds confidence in them. Every leader has to give a leadership test at one point to prove their skills. Let’s study briefly the benefits of having the quality of leadership within ourselves.

Vision and Values

Every organisation possesses its vision as to where they have to reach within the next few years. When anyone starts a company, they start with the motive to grow it over the years and make it one of the best companies. Due to routine work, the employees of the company sometimes forget the actual goal of the company. For fulfilling the short-term goals, the vision and values of the companies are ignored. It is the responsibility of the leader to remember their team members about the actual vision of the company. A good leader will take charge and motivate their team members to work according to the values of the company and how to implement them in their daily routine.

Boosting Morale

You can’t imagine a company without employees. They are an integral and inseparable part of any organisation. The organisation doesn’t work only because of the people who are at high posts. In reality, companies work because of the employees at lower stages. The amount of effort they put in to make a company successful always gets ignored. Without these people your company is nothing and you can’t fulfil the goals of the company. It is expensive and time-consuming to recruit the staff after some time. To avoid this, you can build the morale of your employees to work harder. The loyal employees will work harder and give their best to fulfil the company’s goals. A good leader boosts the morale of the employees to keep them happy and accept them as part of the company.


It is a crucial quality that every leader should have. There can be problems in the future if there is a lack of communication between members. Lack of communication is the biggest hindrance in the achievement of the company’s goals and targets. In companies, decisions are made that are not properly communicated to the staff. This can create the problem of miscommunication in the future and lead to a ruckus in the company. Sometimes the employees don’t accept the new rules and they stand against their company. It is the responsibility of the leader to ensure whether the news is reached to everyone or not. Even the leaders personally through mail or meetings inform the employees about the changes to avoid any miscommunication.


If the employees of the company are motivated then the company can achieve any goal they want to achieve. The quality of motivation keeps the employees working harder towards achieving company goals. Sometimes a situation comes when employees start losing their motivation due to any reason. They don’t work properly and don’t put their efforts into achieving their goals. So, a good leader should take charge and motivate his team members to work better. A good leader politely handles this situation and in a friendly way motivates their team members. A good leader always recognises the hard work of its employees and appreciates them for it which motivates them to work better in the future.


For any work to be completed on time there is a need for proper resources. When companies don’t provide the employees with these resources, they don’t work properly that badly affects the goals of the company. A good leader has to check whether the resources are properly available to the employees or not. It will show your concern towards the employees and produce quality work they will put their efforts to work effectively.

Organisation Adapt Changes

Changes are a crucial part of the organisation. When your competitors are adapting changes and technology to upgrade themselves then you should also. So, the leader accepts the changes and moulds their work according to those changes. A good leader motivates and guides his team members to work according to new changes and achieve the goals of the company. A leader communicates with his team members, and all together work on the changes and understand them properly. The leader should have the quality of leadership assessment so that he can assist his team in a better way.

Increase Productivity

A leader who has effective leadership qualities can increase the productivity of his team members. Leaders are the one who guides and motivates the employees and appreciates them so that they can work better in future. These qualities indirectly tell us that the manager has effective leadership qualities and can increase productivity. Good leaders always try to solve problems, understand situations, and come up with sensible solutions. The leader provides leadership training to its employees so that they can achieve heights and contribute to reach companies goals. A leader should select his top employees and provide them with leadership skills for their better future.

So, these are the benefits that explain why every leader should have leadership qualities. The person who takes leadership training clarifies his vision and knows what they want in the future. People who possess effective leadership qualities have good career prospects. The company invites such talent to work for their company and use their skills for the betterment of the company.


Silva Web Designs - Profile

Posted by: Silva Web Designs

Nathan is the Founder of Silva Web Designs. He is passionate about web development, website design and basically anything digital related. His main expertise is with WordPress, Magento, Shopify as well as many other frameworks. Whether you need responsive design, SEO, speed optimisation or anything else in the world of digital then get in touch. If you would like to work with Nathan, simply drop him an email at [email protected]

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