- Employee turnover includes recruitment fees, training expenses, reduced productivity, and revenue loss.
- The US overall turnover rate is around 50%, with five out of ten employees leaving or being replaced annually.
- Decreased morale and culture disruption are also indirect costs of employee turnover.
- To decrease turnover rate, companies can invest in employee engagement through events, retirement plans and incentives, and open communication.
Hiring new employees is essential to any business owner or entrepreneur’s job, but have you ever considered the true cost of replacing employees? The cost of replacing employees is much more than simply paying for recruitment and training – it also entails indirect expenses such as decreased productivity and revenue loss.
What is Employee Turnover?
First of all, you need to understand what employee turnover is. Employee turnover is the total number of employees who leave an organization, usually divided by the average number of employees during a specific period. It’s estimated that in the U.S., the overall turnover rate in the U.S. is around 50%. This means for every ten employees in a company; five will leave or be replaced by the end of the year.
When an employee leaves, business owners often have to hire a recruitment agency which can be extremely costly. Recruitment agencies typically charge a fee of 25% of the employee’s annual salary. In addition to recruitment agencies, businesses may also need to pay for job postings, training materials, and applicant tracking systems.
Once new employees have been recruited, they must be trained to ensure they are fully equipped to perform their duties. On-the-job training can be both time-consuming and costly, reducing productivity and potentially causing a loss of revenue. Don’t forget to factor in the cost of the trainer’s time, the cost of the training materials, and any fees for professional development courses.
Even after new employees have been trained, there may be a period of adjustment where they are still learning the ropes. During this time, their productivity may be lower than their predecessors, causing a temporary decrease in revenue. Additionally, if other employees need to spend time training a new employees or fixing their mistakes, this can add further to the cost of replacing employees.
Loss of Revenue
In addition to reduced productivity, employee turnover can impact the quality of work produced, customer service, or sales. Customers are more likely to leave if they notice a high turnover rate and new employees may take a while to adjust to the job, creating a productivity gap. These factors can lead to a loss in revenue both in the short and long term.
Impact on Morale and Culture
Regardless of the reasons for employee turnover, it can significantly impact the company’s culture and morale. Cohesion among colleagues may be disrupted, and the loss of talented employees can leave current employees uncertain about their job security or value to the company. All of these feelings can lead to low motivation and ultimately fuel resignations.
Tips to Decrease Employee Turnover
While some turnover is inevitable, there are steps business owners can take to decrease the rate of employee turnover. Here are some of those ways.
Improve Culture Through Events
It might be smart to form a team or committee that plans company events throughout the year. These could be holiday parties, volunteer days, or other activities to bring people together and improve morale.
Invest in Employee Retirement
Many employees plan for retirement, so it may be wise to offer a 401k plan. A robust small business 401k plan can keep all employees engaged and invested in their future. Furthermore, it can also serve as an incentive to encourage employees to stay with the company for the long term.
Offer Incentives and Perks
Incentives like bonuses, extra paid time off, or telecommuting can help keep employees feeling motivated and valued. Furthermore, they can reduce turnover by giving employees rewards that increase their commitment to the company.
Encourage Feedback and Open Communication
Creating an environment of open communication is key for any business. Regular check-ins, surveys, or focus groups are a great way to keep the dialogue between employees and employer fluid and healthy. Employees will feel more valued if they have a space to provide feedback without fear of retribution or judgment.
By taking the time to understand why employees are leaving, offering incentives and perks, and investing in open communication and feedback, business owners can decrease the costs associated with employee turnover. While the cost of replacing employees is significant, it should not be taken lightly – when done right, it can significantly impact a business’s success.