Too many organizations rely on overall turnover and voluntary turnover rates to tell the whole turnover story. This approach makes it impossible to know whether the turnover is healthy or not because the performance, potential, and fit of the departed employees aren’t identified, specifically the quality of the turnover.
For turnover data to be useful, track the quality of turnover rates. Tracked rates should include:
- High performance turnover
- Critical roles turnover
- Regrettable turnover
- Low performance turnover
Don’t stop with the numbers – get behind the data to understand what’s causing the turnover through information captured by exit surveys and exit interviews.