Having Too Low Turnover Rate Sucks — Part 1
Many companies are now focusing to reduce turnover rate, even when pandemic is happening. Lots of HR practitioners design some engagement programs (but look so suck) and follow the trend only (also waste the moneys), do not solve the cores. So in this article, I don’t wanna focus on how to solve but this is just to tell you that no worries if people go.
Turnover will become a doomsday when management can’t retain the best talents, They can be hijacked by another company with simple reason. How scary is that? what we have to reduce until almost touch zero rate? Here I wanna say that high turnover rate doesn’t mean always look suck. This may provoke you.
It’s okay if people go
Never mind if people come & go in your company. The thing we must analyze that becomes the reason why they resign, that’s the point. The problem when your company culture really really sucks for everyone. Toxic colleague, office politics, leak of leadership, no clarity in standard for career path, no-sustainable business Etc (Go add the suck things haha). As an HC practitioner you may feel “yeah, that’s right dude, this company really sucks to us, it’s possible I’m the upcoming one who’s out” but you can’t, you have to solve it even the company closes all their 6 senses. People go for a reason, we must believe it.
Low turnover doesn’t always create benefit, Turnover may create the cycle in organization when employee go, it will affect career path for another person who is good fit. As we know, most of employee will see the opportunity when the position is open to fulfill, even so it will create lack of motivation for the potential employee if your organization looks there’s no position to be promoted. The productivity will decline depend on how low the motivation is.
I’m agree there’s a problem when most of employee resign under a year period of contract as we have to be aware when most of the employee will stay for a long time. Not for giving them a suspicious look, Just to understand the reason why. Kindly see how many employees only work repetitively, don’t care about the innovation, enjoy the competitors grow up with a glass of the coffee, the new dictators rise up one by one, So those are few of business problems and we name it “loyalty that kills”. People-come-and-go creates a dynamic working culture, they can bring what they have from their experience into organization, The new perspective will kick the veteran’s ass to get up the sleep.
However, we must try to retain the best talents maximally, also attract the best talent from out there. When the best talents have a resign intention, do stay-interview to understand why they wanna do. If it’s rational and consider the relevant side to do, lets go ahead to implement. The other things to prepare when the best talent go is to make sure the best talent has created other best ones, how comes? formalize the learning program between line manager to their subordinates and create the learning-transfer program matric to be measured, at least when the best talents go they give us the reincarnation in the quick time.
The high turnover rate also looks suck when the problem is in your company culture and management. The ex-talents will not give the positive recommendation to people out there to join your suck organization, in the worst case, they will provoke to not join.
The points are: The people-come-and-go depends on the reason why they do. Very low and high will rise up the other problems and benefit. So, don’t be too worry when the people come and go, enjoy the time!
