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All organizations experience some level of voluntary (employee-initiated) turnover. The key is to manage voluntary turnover at a healthy level for the agency or university. Not until managers truly understand the drivers of turnover can they begin to eliminate the costs associated with hiring a replacement for an employee who voluntarily left the organization.

Below are questions you may want to ask:

What themes have evolved as root causes for voluntary turnover?

How long does it take for replacements to become effective in jobs?

What is the performance differential lost during the transition?

How much does it cost to replace talented and skilled employees who leave the organization?

What steps have we taken to eliminate the root causes of this turnover?

Are the costs associated with voluntary turnover significant? (Turnover Cost Template)