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Pros & Cons of Employee Turnover

Review the major negative consequences of employee turnover, and also consider the potential positive consequences of turnover.

What is the "turnover train?" What are the factors that lead people to start the process of turnover at each stage, and what can organizations do to try to encourage people to get off the train at each stage?

What are the most effective initiatives for reducing turnover?

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Review the major negative consequences of employee turnover, and also consider the potential positive consequences of turnover.

A business with a high employee turnover might give off the perception to the general public that there is something wrong with the organization. Organizations with high turnover rates also experience loss of time and money. The hiring process can be expensive, if the company works with contracting positions they do not make any money on the position during the vacancy, and the process can be very time consuming. It costs money to train new personnel and can also take up valuable time. New employees can also create issues with customer service due to the lack of information and knowledge. Organizational morale decreases during high turnovers because there is frustration with the constant changes and mentorship involved. When new management comes in to the organization employees find themselves confused trying to learn new rules or please their new manager often resulting in the employee giving up. Productivity levels also decrease because new employees need time to become proficient which also costs the organization money. New employee mistakes could be detrimental to the organization. An example would be an employee on a production line that breaks something or causes a delay to the operations which slows down the entire manufacturing chain. ...

Solution Summary

The solution looks into the "turnover train" - its causes, effects, benefits and disadvantages. 916 words.

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