How Much Of A Problem Can It Be To Businesses When Their Staff Decide To Leave?
It is, and has long been, a person’s right to resign from their employment subject to the correct contractual procedures being adhered to. While many employees are critical to a company’s success, and many have thought themselves indispensible in the past, it is not often, if ever, the case that an established company stops trading due to the resignation of one worker. A recent survey showed the rates of employee turnover for British companies in 2008 and it has produced some interesting points for discussion.
The general rate of employee turnover in Britain in 2008 was 15.7%. The figure is identified as the number of employees who resigned from a company during the year as a percentage of the total workforce number during the year. So, if a company had an average workforce of 100 during 2008, then it may have anticipated, on average, about fifteen employees to leave the company during the year. This may seem quite a high percentage but 2008 was during the recession and the results are influenced by redundancies and reductions in workforce sizes. Redundancies obviously increase the numbers of employees leaving but when they and other leavers are not replaced then the average workforce size is reduced and this inflates the percentage figure obtained using the formula highlighted above. The impact of these two things on the overall figures becomes evident when one looks further into the survey results – 26% of companies in Britain made 10 or more people redundant in 2008 and 30% imposed a block on recruitment.
The impact of people moving on] varies according to the availability of good quality replacements in the catchment area and the survey emphasises this point by revealing that turnover rates are highest where unemployment is low and it is not so hard for people to obtain alternative employment. The quality of the people who leave is obviously a major issue, especially if they switch a direct competitor or if they were in customer contact or Online Jobs and have been particularly popular with clients. On the other hand, the business can benefit if a poorly performing worker chooses to leave and is superceded by someone who can produce increased Internet Business from the role.
Flexible working has been used as a means to manage potential staff difficulties since its official introduction in 2002. Enabling people to work part-time, job-share or, if their jobs are suited to it, to Work From Home, has permitted employers to keep some people who would otherwise have had to resign if they underwent changes in their personal lives, such as a need to care for children or other dependents. Through the use of state of the art communication technology numerousroles can be converted to Online Jobs. Indeed, a modern Internet Business probably is happy to let its people Work From Home as it will have been established to make full use of the latest communication technology and will be making cost savings in office space.
Employers can help themselves to reduce the impact of employee turnover by making sure that their selection techniques are robust enough to ensure that new people will fit into the company well. Care must be taken to avoid the possible situation where people leave within a short time of being employed due to employers issuing vague job specifications to applicants or implementing poor induction programmes for successful candidates.
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