Cost of employee turnover (M)
It measures the cost the turnover phenomenon has over the company.
- identify the hiring costs
- identify the onboarding costs
- identify the development costs
- identify the unfilled position costs
- add the above costs in a total cost
- identify the total number of employees
- identify the annual turnover rate
- multiply the number of employees with the turnover rate into an employee prorate
- multiply the employee prorate to the total cost
Let’s imagine what are the costs of employee turnover:
- Employee performance drop after taking the decision to change their current job
- Employee performance and engagement drop after their resignation
- Engagement and motivation drop of colleagues when learning the resignation decision
- Overtime of employees to substitute the activity of the resigned employee
- Allowance paid to an employee who coordinates the activity for a period of time
- Recruitment costs: recruitment team, job ad, testing/assessment center, manager time, etc.
- The time in which the position is not filled
- The investment made to develop the new employee
- Onboarding costs (training, buddy, etc. )
- Know-how which can disappear from the company
- The time necessary for the employee to gain authority
- The more expensive salary for the new employee
I am sure that you can add more elements to the list. These costs are easy or not so easy to quantify
The most trustworthy theories regarding the costs of employee turnover are:
- Bersin: 1.5-2 x annual salary
- Entry level employees: 30-50% from annual salary
- Mid level employees: 150% from annual salary
- Highly skilled employees: 400% form annual salary
- Center of American Progress: 213% of the annual salary
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