What Is High Employee Turnover? (Causes and Tips for Prevention)

A high turnover rate means that many of your employees – more than what’s expected in your line of business – have quit the organization over a certain period of time. What’s considered a high turnover rate depends on the industry you’re in. Different industries and countries have different expected turnover rates.

Finding the right people for your company takes a lot of time and effort, and this is especially true when hiring for a small or medium-sized business. After all, hiring the wrong person in a smaller business could potentially have a bigger negative impact on the team. The expenses associated with advertising, the time required to sift through resumes and conduct interviews, as well as the time required for onboarding and training Therefore, keeping all of this in mind, you should be doing everything in your power to decrease employee turnover. This article focuses on the most frequent causes for leaving employees.

High Employee Turnover in a Nutshell | AIHR Learning Bite

What causes high employee turnover?

When a company has a high employee turnover rate, it means a lot of people leave the company frequently, which indicates low retention. High employee turnover can result from a variety of factors, including:


Employees may become burned out and physically or mentally exhausted when they are required to work long hours or overtime. This can lead to reduced productivity and increased dissatisfaction. Employees’ work-life balance may be impacted by long workdays, which may make these issues worse.

Talented workers who perform well may be excellent candidates for additional responsibilities in addition to general overwork, but taking on too many duties at once and feeling under pressure to keep up one’s performance standards can also result in burnout, fatigue, and dissatisfaction.

Working the typical hours for a full-time or part-time job can encourage a healthy work-life balance where individuals have time to unwind and look after their loved ones in between shifts. Additionally, setting reasonable expectations and completing tasks within the confines of a typical workday can help workers feel more at ease, concentrated, and successful.

Inconsistent management styles

Teams’ goals are set and met, they have the tools and training they require, they receive constructive criticism, and they are treated fairly thanks to managers and supervisors. These managers can occasionally be inconsistent in the way they give feedback to and punish employees. Team members may feel unsupported, unfairly disciplined, and unsure of how to get better at their job as a result, which may have an effect on employee satisfaction and turnover rates.

Employees are more likely to feel like equal members of the team when they observe that managers and supervisors apply the same standards of evaluation and discipline to all team members. Additionally, regular and consistent feedback gives staff members direction and purpose, which can support and motivate team members to succeed.

Lack of employee recognition

This is a reference to little to no acknowledgment of an employee’s accomplishments or labor, which can make them feel underappreciated. It can also be challenging for staff to understand what constitutes good performance in the workplace, which could lead to low achievement rates, low productivity, or both.

Employees are more likely to feel supported and appreciated by the organization and team when leaders and coworkers commend them for a job well done or reaching a professional milestone. Regularly receiving positive feedback, whether in public or privately, can help to reinforce positive work habits like finishing tasks promptly, coming up with fresh ideas, and taking initiative to solve problems.

Few opportunities for professional development

Providing opportunities for higher education, industry conferences, professional certification, role-specific training, and learning new or more advanced skills are all part of professional development. When businesses don’t offer their employees these kinds of opportunities, they run the risk of having them stagnate in their development, fall behind on new technologies or best practices, and lose productivity and effectiveness.

Giving employees access to training, education, and other development opportunities can raise their satisfaction with their own performance as well as with the company’s commitment to attracting, developing, and retaining top candidates.

Little to no career advancement

Employees who remain in the same position for an extended period of time without being promoted may feel underappreciated and underutilized. Additionally, employees who move laterally to comparable positions or positions with comparable pay, benefits, and seniority may also feel this way.

Establishing clear career paths for employees can encourage professional growth that can enhance their abilities, reward high productivity and quality, and encourage employee loyalty. It may also draw fresh talent that wants to advance within an organization.

Low salaries and low pay raises

Some businesses lack the capacity or desire to offer competitive pay, consistent raises to account for cost of living adjustments, and high-quality work. Because of this, highly skilled workers may feel underappreciated and underpaid, which may motivate them to seek out positions that pay well elsewhere. Additionally, it may result in a drop in motivation, output, and quality of work.

Employers are better able to recruit and retain top talent when they pay employees at or above the market rate for each position. This boosts general productivity and quality, which can help the company better reach its objectives and expand. Paying more competitively can enhance general satisfaction and foster a work environment that values employees’ dedication.

Inadequate benefits

Employees who feel undervalued or experience hardship due to an organization’s inability or unwillingness to provide adequate health insurance, retirement plans, or other employee benefits may be less productive.

Employees may feel more secure and firmly established if benefits packages are offered that meet or surpass present standards for particular roles, industries, or levels of experience.

Poor company culture

A company’s beliefs and values are encompassed by its “company culture,” which can be characterized by inconsistent or improper application of those beliefs and values. For instance, if a company claims to value work-life balance but doesn’t offer enough paid time off, it may not be accurately reflecting its values.

A consistent and positive company culture that encourages employees to stay can be fostered by establishing policies, procedures, and programs that reflect values like compassion, community service, and quality.

Incompatibilities between employees and management

There are times when managers and team members may not get along or work well together, and failing to address these incompatibilities in a productive manner can result in employee dissatisfaction for both leaders and team members.

Organizations can find teams that can be reorganized to have people with similar or complementary personalities, work styles, skills, and interests by analyzing how and why management and employees conflict. Employee and manager satisfaction can increase when there is a feeling of belonging and respect between them.

What is employee turnover?

Employee turnover is the number of workers who leave a company, either right away after they are hired or later on in their employment. The number could highlight the degree of work-life balance that employees experience or how content and satisfied they are with the company, specific roles, or departments. This metric can be used by managers, supervisors, and HR departments to determine how frequently employees come and go in order to find ways to keep employees and lower turnover rates.

How to prevent high employee turnover

Use the following strategies to enhance employee retention in your company and prevent high employee turnover:


Why High turnover is good for a company?

7 common causes of high employee turnover
  • Employees are overwhelmed by amount work. …
  • Lack of recognition. …
  • Company culture. …
  • Poor relationship with Manager. …
  • Lack of flexibility. …
  • Remuneration and benefits. …
  • Poor learning and development opportunities.

Is it good to have a high staff turnover?

Workforce experience is more diverse, today. The varied work experiences on Millennials’ resumes are a result of a higher turnover rate. Even though switching jobs frequently may seem like a bad thing, you can use the fresh perspectives and experiences it provides to succeed in almost any other job.

Why employee turnover is a problem?

If your turnover rate is higher than you’d like, it’s not all bad, according to an interesting article from Chron com, they list a few benefits of employee turnover, including the chance to get rid of toxic employees, receiving new ideas from new hires, and taking advantage of more varied hiring practices.

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