The employee turnover rate and the retention of skilled employees is a major problem businesses face. "Conservative estimates put the cost of replacing a lost employee at 25 percent of the annual compensation amount. For the typical full time employee who earns $38,481 and receives $50,025 in total compensation, the total cost of turnover would amount to $12,506 per employee." This being the case employee turnover is a major cost and can significantly influence the bottom line so it should be avoided if possible. (Bliss)
"Employee turnover is a critical cost driver for American business. The cost of recruiting and filling vacancies, lost productivity from vacant jobs, and the costs of training new employees increase operating costs, reduce output, and cut into profits." (Orville 5-7)
Estimates of the costs of employee turnover vary widely and depend on whether all cost elements are recognized. The three primary elements of turnover cost include: Staffing sometimes called cost-per-hire include the costs of exit interviews, recruiting, job applications, screening applicants, relocation expenses and signing bonuses. Vacancy While a position is vacant, the productivity of the former employee is lost and the productivity of the overall organization is reduced, as remaining workers have to cope with being short-handed. Training No new employee starts work at 100 percent efficiency. The replacement employee's time, other employee's time and valuable resources must be expended to train each new employee and to facilitate the transitions.
So how do employers retain employees? Many employers try gimmicks, games, and prizes. F. Leigh Branham, author of Keeping the People Who Keep You in Business offers the following advice for retaining employees: Don't always hire the best, but hire the "best fit".
Have the insight to realize that no matter what the job not just anyone can do it...