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Employee Retention

July 24, 20233 min read

"Retaining talent is the key to unlocking increased profitability for our business. Employee retention is not just about loyalty; it's a strategic move to reduce turnover costs, boost productivity, and enhance customer satisfaction. As a small business, our commitment to retaining talent is a smart investment in our long-term profitability and success in the marketplace."

-B. Anderson


To my fellow small-business owners and Presidents, I want to share a cautionary tale that we all need to heed. The nightmare scenario that could unfold if our good employees start leaving is one that we cannot afford to ignore.

With that said, here are 5 reasons why you should pay attention to your employee turnover today! 👊

1. Loss of Talent

 Our talented and experienced employees are the backbone of our success. If they start leaving, we risk losing valuable skills and knowledge that are crucial to our company's growth.

2. Increased Costs

The financial impact of employee turnover is significant. The costs of recruiting, hiring, and training new employees can drain our resources and harm our profitability.

3. Decreased Productivity

Losing key team members can disrupt workflows and lead to decreased productivity. The remaining employees may feel overwhelmed and demotivated, affecting the overall performance of our business.

4. Negative Company Reputation

High turnover creates a negative perception of our company. A reputation for employees leaving frequently can deter top talent from joining our team, making it harder to attract skilled candidates.

5. Difficulty Attracting Clients

A revolving door of employees can also affect client relationships. Consistency and stability are crucial in building trust with our clients, and high turnover can erode that trust.

Let's take action now to prevent this nightmare from becoming a reality. By investing in our employees, improving workplace satisfaction, and fostering a positive company culture, we can retain our talented team and secure the success of our business for years to come. Together, let's protect our company from the looming nightmare of employee turnover! 🌟💼

Checklist: How To Gauge Your Employee Turnover

Here is a quick checklist to get you started on determining if your employee turnover is costing your business profitability.

  • Calculate Turnover Rate: Calculate the turnover rate by dividing the number of employees who left during a specific period by the average number of employees during that period and multiplying by 100. Compare it to industry benchmarks to determine if it's higher than usual.

  • Review Historical Data: Examine the turnover trend over the past few years to identify any upward spikes or consistent patterns.

  • Identify Turnover Costs: Calculate the financial impact of turnover by adding up recruitment, training, and onboarding expenses for new hires.

  • Conduct Exit Interviews: Conduct exit interviews with departing employees to gather insights into their reasons for leaving.

  • Measure Employee Satisfaction: Conduct employee satisfaction surveys regularly to assess the level of contentment among your team members.

  • Analyze Performance Metrics: Analyze individual and team performance metrics to identify any correlations between low performance and employee turnover.

  • Review Career Growth Opportunities: Evaluate the opportunities for career growth and advancement within the organization.

  • Assess Compensation and Benefits: Compare the company's compensation and benefits packages to industry standards to ensure they are competitive.

  • Examine Work-Life Balance: Assess workloads, schedules, and any flexibility options to determine if work-life balance is adequately supported.

  • Monitor Absenteeism: Track employee absenteeism rates, as high rates can be an indicator of low job satisfaction.

  • Gauge Managerial Effectiveness: Evaluate the quality of employee-manager relationships and communication.

  • Measure Team Collaboration: Assess team dynamics and collaboration to identify any potential sources of conflict.

  • Review Employee Engagement: Evaluate employee engagement levels through feedback and participation in company initiatives.

  • Compare Turnover by Department: Analyze turnover rates across different departments to identify any specific areas of concern.

  • Benchmark with Competitors: Compare your turnover rates with those of similar businesses in your industry.

  • Review Performance Reviews: Assess performance review data to identify any consistent themes or issues raised by employees.

  • Monitor Glassdoor Reviews: Check online reviews and ratings from current and former employees to gauge o

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