Control staff turnover

Manage staff turnover

It is important to manage staff turnover so as to minimise the costs and the negative impact of unwanted turnover.

You can be proactive about some things and prepared for others. Consider the following measures:

• consult regularly with staff about general morale and feelings of satisfaction
• make contingency plans to cover and replace leavers, including succession planning, so as to minimise disruption - review these plans regularly
• make contingency plans to induct and train new staff and regularly evaluate both of these

People are likely to want to work for you if your business has a reputation for treating staff fairly and provides support, development and motivation. Ensure your staff receive regular feedback on their performance - see our guide on how to use appraisals to manage performance .

Additionally, if staff who leave acknowledge that they have been treated well, those who remain are also likely to feel more valued.

You may want to consider different incentives for retaining those staff with the key skills and attributes important to your business. These may include:

• individual or team productivity bonuses
• performance-related pay
• non-financial incentives
• attractive pension arrangements

See our guide on how to  implement staff incentive schemes .

Subjects covered in this guide

• Introduction
• Factors affecting staff turnover
• Improve your management of staff turnover
• Manage staff turnover
• Develop and maintain skills
• Checklist: controlling staff turnover
• Here's how improving procedures helped us manage staff turnover

 

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