The goal is not to eliminate turnover, but to manage it.
Not all turnover is bad. Without turnover, an organization will stagnate. The challenge is to determine where and what level of turnover will ensure consistency, while also promoting growth and change.
When turnover is managed, hiring becomes an opportunity instead of a headache. Every time you hire, it’s a chance to improve the organization by hiring people with different or better abilities, to increase diversity, and to restructure jobs to accommodate changes. Every time you hire, not only do new employees start with a clean slate, you do too. Look at each new hire as an opportunity to create a new and better organization.
The good side of turnover is also evident when someone you’d like to see leave quits. You’re glad the person is gone and all your exceptional employees say, “Thank goodness.”
(Learn more about the benefits of Pre-Employment Attitude Testing.)