Unwanted employee turnover can disrupt work and add recruitment, onboarding and training costs, as well as the loss of experience and customer relationships. The impact varies by role, hiring conditions and time to proficiency. Estimate it using your own organization’s costs and assumptions rather than a universal replacement-cost percentage. Our turnover metrics guide explains measures leaders can track alongside those costs.

Understanding the complexities of employee turnover and implementing strategies to manage it effectively are therefore crucial for HR executives and business leaders aiming to maintain a stable, productive workforce.

In this white paper, we aim to guide you through the complexities of turnover and the art of employee retention, demonstrating why turnover is just one piece of a more complex puzzle. We’ll explore the early warning signs of impending turnover—known as the ‘withdrawal process’—and the four main mindsets that most employees fall into. We’ll also equip you with practical tools and strategies—from fostering intrinsic motivation to the importance of continuous listening—to build a workplace where employees choose to stay.

To learn more, simply download the white paper below.

Looking for a practical place to start? Our guide to stay interview questions gives managers a structured way to surface these early warning signs, and act on them, while your best people are still on the team. And when someone does leave, our free exit interview questions template helps you capture why, and turn it into changes that keep the next person. To write all of this up as a document your managers can actually be held to, use our six-section employee retention plan template.

How to Prevent Unwanted Employee Turnover

A step-by-step guide to retaining your best talent, from identifying the early signs of withdrawal and disengagement to creating a culture that people won’t want to leave

By Michal Gradshtein