The six factors that drive staff turnovers at work

Staff turnover is something every organisation has to face, and while some aspects are inevitable, such as retirement, career changes and moving to new areas, others can be controlled.

Loopin, an employee wellbeing firm, has identified and highlighted six of the major factors in the workplace that could lead to a high staff turnover, which can range from a lack of opportunities and purpose, to overworked employees, all of which contribute to huge employee turnover costs. These factors include a lack of opportunity for growth; a lack of feedback from management; micromanagement; a lack of flexibility in work schedules; overworked employees and lastly, the lack of appreciation and undervaluation of employees.

Loopin also gave suggestions on how to counter the above factors, including getting employers to create growth opportunities for employees, create regular feedback for employees, trusting employees with projects by creating clear and open communication between both parties, giving employees more flexibility by creating core hours of working that are optional, as well as creating flexible times for them to work. Lastly, employers should monitor the stress of employees and checking in on their employees, giving them the recognition they deserve that makes them feel appreciated.

READ MORE: Amid DEI backlash, employers are ‘doubling down’ on commitment

 “It’s vital that employers consider the reasons for high employee turnover, particularly if they are due to factors that can be prevented in the future,” a spokesperson from Loopin explained to Digital Journal. ”This requires spotting signs at the earliest opportunity and having a true understanding of employee concerns. High staff turnover not only affects the efficiency of a business, but also comes at a huge cost to businesses too. It’s essential to understand the reasons why past employees have left to prepare for the foreseeable and secure future business success.”