Looking at the various job-seeking and staff sites, it can be noted that the same companies are occupying the same vacancies, periodically offering jobs to the same professionals. Staff turnover One of the key and painful problems for any modern organization. To say that a big leak has a negative impact on business, nothing to say. The high turnover rate does not create a permanent and coherent collective, and hence a corporate spirit in the company. What are the reasons for such an unfortunate phenomenon? Are there ways to avoid it at all, or at least significantly reduce it?

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What is staff turnover?

Staff turnover is the movement of the labour force due to the staff member ' s unsatisfactory position or dissatisfaction with the organization by a specific specialist. The indicator is still referred to as the " rolling door index " and he shows how long the specialist is at his job.

Figure 1 - Main turnovers

1. Internal organization is linked to labour movements within the organization.

2. Externally, between organizations, industries and the economy.

3. The physical turnover of staff covers workers who, for various reasons, are dismissed and leaving the organization.

4. The hidden (psychological) turnover of staff arises from those staff members who do not leave the company but who actually leave the company are excluded from organizational activities.

5. Natural turnover (3-5 per cent per year) contributes to the timely updating of the team and does not require special measures by management and personnel.

Based on the latter definition, it can be said that a small turnover rate is even useful to the organization, as the team is being updated with fresh thinking and strength. Details on the calculation of staff turnover here.