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Turnover: Is It Always Bad for the Organization - Assignment Example

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These high turnovers can be costly, disruptive, and, often, viewed as an embarrassment to and failure within the company.(Hertling-Johnson, 2011) The negative reactions…
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Turning Around Turnovers It is traditionally perceived that a business with high employer turnover has internal flaws requiring fixing. These high turnovers can be costly, disruptive, and, often, viewed as an embarrassment to and failure within the company.(Hertling-Johnson, 2011) The negative reactions stem from the idea that an employee that is satisfied, well treated, well paid, and is validated with the potential for career growth would not, simply, choose to leave that job. It is easy to believe that there must have been something wrong within the company to encourage the employees to leave or the incentive of better paying positions in a different companies lured them away. Not only does the company, often suffer from lower morale when turnover is high, the financial loss is, also, quite high. The cost of replacing and training a new staff member can cost 10 to 20 times a single lost employees weekly pay. (Hertling-Johnson, 2011) This all seems fairly damaging, but the perspective on turnovers is changing. Not all employees leave their jobs for financial reasons, nor due to being dissatisfied or disgruntled. Believe to or not, even in this harsh economy, people leave their jobs for a variant of reasons and employee turnover is not always bad for or reflects negatively upon the business.(Schings Below, 2012)
David G. Allen, PhD in Personnel and Employment Relations, in a 2010 article, explained that it is not true that high employee turnover is a negative occurrence, in fact, it can be entirely beneficial in certain situations;…”The departure may offer the opportunity to reorganize the work unit.”(qtd. in Schings Below, 2012) It has been my experience that this period can be an opportunity not a setback. When one employee leaves, the fresh perspectives and “eager to work” mentality of the new employee can be worth ten times the last employee that held the position. Turning negatives into positives is how you can look with optimism to the new staff members and maintain the morale of the ones that you have. The departing employee may be replaced with, ultimately, a better performing staff member. The new employees may bring new skills, and rejuvenating creativity. More so, that new employee may even do the same job, in more efficient and proficient way, for less pay than the previous employee in the same position. This cannot be anything but beneficial , overall, for the company in the long run. Turnover can, also, be positive when it weeds out employees who are not invested in the job to begin with. I have seen, on many occasions, when an employee loses interest in their job once they have learned what the position truly entails; perhaps they thought it would be easier and are not interested in investing real time and energy. Is it really a loss when this employee volunteers to leave? If someone is not going to the job to the best of their abilities then they should not be doing it. Some people take jobs knowing that once a personal goal is met that they will leave the job behind and others may have unexpected life changes that prompt their departure, it is, simply, the way the world works. Ultimately, it is wise to be a vigilant within your company to be aware of the reasons why employees may leave your employment and be prepared. Doing this, Allen suggests is knowing all the facts; this way problems can be solved and losses, can then, potentially, be turned into greater gain.(qtd. in Schings Below, 2012)
Schings Below, S. (2012). The five misconceptions of employee turnover. Retrieved from
Hertling-Johnson, A. (2011, October 27). Is employee turnover such a bad thing?. Retrieved
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