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4 Types of Employee Turnover You Need to Analyze

/ 8.22.16

According to a recent study we did on exit survey feedback, organizations committed to addressing employee turnover are likely to foster and retain more engaged employees.

 

In other words, in order for organizations to keep their existing talent motivated and engaged, they need to gather feedback from those that are on their way out the door.

 

Want more than the basics? Read this Guide to Conducting an Exit Survey.    

But employee turnover doesn’t only happen when an employee says, “I quit.” There are many possibilities that may lead to your employee’s exit. Whether voluntary or involuntary, you need to get to the bottom of why any employee leaves.

 

Here are four types of employee turnover you need to analyze:

 

Retirements

People tend to say exits due to retirement are inevitable and out of the company’s control. However, surveys show that some employees become disengaged in their workplace and choose to enter retirement early. And although they have voluntarily exited your organization, it doesn’t mean their career has ended.

 

Having an exit survey process specifically for retirees helps organizations see where they need to improve in order to engage and retain older and more tenured employees. Plus, retiree feedback will help organizations make their workplace better, so they can keep new employees for the long haul.

 

Internal Transfers

Internal transfers usually involve employees taking new positions within the same organization. While this type of employee turnover can be a sign of healthy cross pollination, there may be other intentions behind the employee move.

 

An effective exit survey helps you determine if employees are truly interested in another role in another department or if they’re running from a bad manager, distrust in coworkers, or a lack of growth opportunities. It helps the organization see what is working as a whole and where individual teams could improve. While one specific employee may have left a certain department, there is still opportunity for management to ensure that those who remain are happy there. 

 

Involuntary Turnover

Involuntary employee turnover is when the company asks an employee to leave. Reasons can range from poor performance or behavioral issues to budget cuts or structural reorganization. Most will assume that because this decision is made by the employer, and the employee never wanted to leave, then there are no further details to the story, right? Wrong.

 

As with every involuntary exit, there are two sides to the story. Use employee turnover data to confirm that an organization was justified in its decision, that the employee was treated fairly, and that they won’t suffer from the loss.

 

Voluntary Turnover

No organization is immune from the occasional, “I quit!” And if your organization has a sound engagement and retention strategy, chances are you already have exit surveys for this type of employee turnover in place. Often the most preventable, voluntary turnover data help employers understand why an employee left, what they could have done about it, what lies ahead for the exiting employees, and the impact his or her loss will have on the organization.

 

Hopefully by now the message is clear: You need to analyze every type of employee turnover within your organization. And you know (especially if you’ve ever been involved with an exit interview like this) that you can’t solely rely on the voice of the exiter. Use a social exit platform to collect valuable feedback from peers and exiters for every type of employee turnover, and start increasing engagement and improving employee retention today.

 

For more tips on how to spot and prevent turnover, download our free ebook, Top 5 Predictors of Employee Turnover.

 

New Research! Top 5 Predictors of Employee Turnover

 

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