Turnover & Retention

When Employees Keep Looking: Factors That Impact the Job Search – Turnover Relationship

Have you ever searched for available jobs, even though you were employed at the time? If so, you are not alone – employed individuals are currently the largest population of job seekers. With so many employees perusing the job market, managers may find it is to their advantage to know that certain influential factors could sway their employees to stay or leave. Specifically, managers may be interested to learn that job satisfaction, the availability of job alternatives, and job investment (i.e. embeddedness), affect employee turnover decisions. Read more

Keeping High Performers

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

Predicting Turnover and Performance

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

Sustaining Your Talent Pool in the Midst of a Workforce Crisis

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

New Revelations in Turnover

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