Turnover & Retention

Keeping High Performers

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Voluntary turnover is problematic on any level, however, not all voluntary turnover has the same organizational impact. Specifically, high performing employees are especially costly to lose. Not only does turnover of high performers lead to costs due to lost productivity, recruiting, and training, but also to losses of overall organizational knowledge and leadership. Read more
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Predicting Turnover and Performance

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As the poor economy and the associated decrease in employee raises and bonuses make it more difficult to retain high-performing employees, organizations need to make pre-hire determinations of which candidates are most likely to stay with the organization. Finding indicators for both performance and turnover enables organizations to use fewer resources when selecting applicants. But, based on the idea that past behavior is the best indicator of future behavior, what are the most useful predictors for high performance and low turnover? Read more
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Sustaining Your Talent Pool in the Midst of a Workforce Crisis

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As the workforce continues to age and individuals in the “baby-boomer” generation begin to retire,  employers may be faced with a workforce crisis – there are more positions to fill than available, qualified employees to fill them.  This presents a challenge to employers – how to keep positions filled with qualified individuals? One solution is to encourage employees to participate in bridge employment. Read more
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New Revelations in Turnover

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Turnover has long been considered to be detrimental to an organization. It has been assumed that, regardless of the job, no turnover is optimal, and organizational performance (profitability, sales, etc.) suffers as turnover increases. Read more
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Understanding and Reducing Voluntary Turnover

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Voluntary turnover has been the subject of much scrutiny, both by organizations and by researchers. Voluntary turnover occurs when employees leave the organization deliberately (i.e. quitting); this can be contrasted with involuntary turnover, which occurs when employees leaving the organization without choosing to do so (i.e. being fired or laid off). Read more
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The Effects of Downsizing on Voluntary Turnover

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In tough economic times, many companies are forced to downsize as a means of staying competitive. While research has determined that company downsizing is related to decreased organizational commitment, an antecedent of voluntary turnover, it has failed to examine the effects of downsizing on voluntary turnover itself.

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