Types of staff turnover

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There are eight types of staff turnover in a company:

Natural
It is caused by the normal state of affairs. When a certain group of employees, having gone through a development cycle, leave the company in search of other offers. This may also be business opportunity seekers email list retirement, when a person has already exhausted his resource and is retiring. Someone is ready for a new job because he is changing his field of activity.

It is generally accepted that an employee stays in one position for about 2.5 years. If he is a manager, he holds the position for up to five years. But this does not apply to the service and trade sectors, where the turnover is much higher. Maternity leave and reaching retirement age are considered common reasons for staff turnover.

Adaptive
On average, the adaptation period takes about three months if it concerns an ordinary employee. For managers, the period is set at six months.

Pay attention to the employee's adaptation period in the team. After all, the probationary period can determine the abilities and capabilities of a newcomer in a certain vacancy. This is a test during which a person makes a choice, decides whether to stay in the company.

Adaptive

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If employees frequently change jobs at the adaptive stage, it is worth deciding on a management strategy. Perhaps the management processes are built incorrectly, which prevents the company from retaining employees. It is recommended to involve an independent expert in the work, who will begin to track the indicator of high or low adaptive staff turnover in order to stabilize the work and not get hung up on the constant training of newcomers, investing significant resources in this.

Active
Employees leave the company when they are not satisfied with low wages, problems arise in the team, there are unfulfilled career ambitions, or there is a conflict with management that does not want to respond to employees' requests. All these signs lead to active staff turnover, and its level is defined as high.

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Passive
Passive turnover is associated with dismissals of employees by decision of the management. If an agreement can be reached with the manager, the employee leaves the company of his own free will. One of the reasons for passive turnover may be the optimization of work processes, when it is necessary to review the roles and responsibilities of employees in order for the company to achieve new financial indicators. This also includes staff reductions and dismissals due to the employee's violation of labor laws or internal regulations.

By staff category
The type of staff turnover is considered within the framework of job categories. To calculate the frequency with which people leave the company, you need to divide the team into several parts:

mass personnel;

line personnel;

line managers;

middle managers;

Top category managers.

The highest rate of personnel outflow is observed in the HoReCa and retail sectors, where mass personnel most often work. If these companies regularly change management and senior management, measures must be taken to retain specialists.

In structural divisions
This type of turnover is calculated for each department or structural unit separately. If there is a noticeable imbalance somewhere, it means there is a systemic error that needs to be corrected. It is believed that the number of dismissals in all units should be uniform; retail and hospitality are not taken into account for the calculation.

By experience
Turnover by length of service should be considered for employees who have worked for one company:

less than a year;

from one to three years;

from three to five years;

more than five years.

By looking at this type of turnover, you can understand whether you can retain employees for a long time, whether they manage to realize their potential within a certain period of time. For example, IT specialists usually work in one place for three years, and managers change companies after five years. If there are strong deviations from the norm, you need to understand the reasons for dismissals. To do this, it is worth conducting surveys that include indicators of engagement and satisfaction with the current job.

For reasons of dismissal
When a person leaves a job, the manager needs to understand the reason. To do this, surveys and exit interviews are conducted. They should contain questions that will help identify the needs of employees, understand whether the company can somehow improve the indicators so that specialists do not leave.

For reasons of dismissal

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If the company keeps proper records and conducts surveys, the HR department will have the necessary information that will allow the management to draw the right conclusions. The report notes all employees who left both during the probationary period and after a long period of work.

Metrics for turnover during the probationary period are as important as accounting for all employees. Other indicators are not as important and will not help to understand the processes of frequent dismissals.