30 Incredible Employee Retention Statistics

A high turnover rate is a warning sign you shouldn’t ignore. Review your recruitment processes, change your compensation and benefits plan or incorporate a succession planning policy. Ultimately, if you respond to turnover issues proactively, you will improve your company and retain great employees. One way is to compare your company’s turnover rate with the average rate within your industry. Usually, hospitality and healthcare have the highest turnover rates. In 2015, the US hospitality industry had a voluntary turnover rate of 17.8% and the US healthcare industry, 14.2%. Rates were a lot lower in other industries, like insurance (8.8%) and utilities (6.1%).

The BLS calculates that the nation’s overall turnover rate in 2013 was 38 percent — including government employees — versus an information industry turnover of a mere 31 percent. Unfortunately, the BLS statistics are based on such broad sectors that they are blunt instruments at best. Media workers are part of the BLS’s information industry category, for example. Even telecommunications company figures include jobs as disparate as research scientist, public relations specialist and private investigation. The 2019 North America Mercer Turnover Survey features data from 198 organizations in the US and 69 in Canada.

• High turnover may be harmful to a company’s productivity if skilled workers are often leaving and the worker population contains a high percentage of novices.
• If an employer is said to have a high turnover rate relative to its competitors, it means that employees of that company have a shorter average tenure than those of other companies in the same industry.
• However, rates vary widely when compared over different periods of time and with different job sectors.
• Many organizations have discovered that turnover is reduced significantly when issues affecting employees are addressed immediately and professionally.
• Companies will often track turnover internally across departments, divisions, or other demographic groups, such as turnover of women versus men.
• Additionally, companies track voluntary turnover more accurately by presenting parting employees with surveys, thus identifying specific reasons as to why they may be choosing to resign.

Promoting a work environment that fosters personal and professional growth promotes harmony and encouragement on all levels, so the effects are felt company wide. In the context of human resources, turnover is the act of replacing an employee with a new employee. Partings between organizations and employees may consist of termination, retirement, death, interagency transfers, and resignations. An organization’s turnover is measured as a percentage rate, which is referred to as its turnover rate. Turnover rate is the percentage of employees in a workforce that leave during a certain period of time.

There are many reports of sky-high turnover rates in IT that rely on anecdotes and less-than-perfect data. One 2013 standout, a survey, suggested that Google’s turnover was about 90 percent — based on self-reported information from job-seekers. It is almost as dubious to try to incorporate Computer Associates’ independent contractor figures into BLS statistics. A company whose workforce was 15 percent on contract, with each contrast lasting six months, would, in theory, have a turnover rate of 74 percent.

Cfos Believe Lost Productivity, New Hire Training And Recruiting Are The Most Costly Consequences Of Employee Turnover

The mode — the figure reported most often — was 5 percent. Since the survey includes companies with high employee satisfaction, the turnover rates are likely lower than the industry average. To calculate employee turnover, divide the number of employees who left during a time period by the total number at the company and multiply the result by 100. So, if 10 employees leave, and there were 100 total, you’d have a 10 percent turnover rate.

We’ll discuss turnover rates, examples of high turnover jobs, and causes. Definitely not – in this article, we’re going to share with you the main reasons why tech employees leave their jobs, and what tech employers can do to decrease employee turnover rate. For example, your new hire turnover rate can offer a lot of insight. First, it can tell you whether your recruitment methods are working. Investing more time and money developing your orientation process could help too, if employees leave because of cultural mismatches.

It’s a robust source of information on turnover rates by industry, employee group, job function, and region. Then, compare it to overall market standards or your peers and competitors to optimize your current and future strategies. A high turnover rate means that many of your employees – more than what’s expected in your line of business – have quit the organization over a certain period of time. What’s considered a high turnover rate depends on the industry you’re in. Different industries and countries have different expected turnover rates. Of course, there are always employees who are satisfied with their jobs and do not want to leave, which is a good thing. Turnover rate and retention rate are often used interchangeably, but the two are actually different sides of the same coin.

Approximately 3 Million U S. Workers Leave Their Job Each Month.

ACAS also notes that new hires are more likely to leave than employees with longevity, which means turnover may be higher in growing companies hiring more people. Employees are important in any running of a business; without them the business would be unsuccessful. However, more and more employers today are finding that employees remain for approximately 23 to 24 months, according to the 2006 Bureau of Labor Statistics. Providing a stimulating workplace environment, which fosters happy, motivated and empowered individuals, lowers employee turnover and absentee rates.

You could also consider offering other employee engagement programs like parental leave or flexible working hours, if your employees struggle with work-life balance. Average employee turnover rates will vary by industry, but generally, a high turnover rate is considered to be anything over 10 percent. Currently, employee retention rates in the U.S. average around 90 percent and vary by industry. Generally speaking, an employee retention rate of 90 percent or higher is considered good. Industries with the highest retention rates includes government, finance, insurance, and education, while the lowest rates can be seen in the hotel, retail, and food industries. The work environment and how your company values employee time also contribute to turnover rates. For instance, if employees feel overworked or are frequently asked to commit to long shifts, they may start looking for other positions.

Direct costs relate to the leaving costs, replacement costs and transitions costs, and indirect costs relate to the loss of production, reduced performance levels, unnecessary overtime and low morale. The true cost of turnover is going to depend on a number of variables including ease or difficulty in filling the position and the nature of the job itself. Estimating the costs of turnover within an organization can be a worthwhile exercise, especially since “turnover costs” are unlikely to appear in an organization’s balance sheets. Surveying employees at the time they leave an organization can also be an effective approach to understanding the drivers of turnover within a particular organization. Employee turnover rates can uncover hidden problems within organizations.

What Are The Reasons For The High Attrition Rate In Tech?

You can calculate your employee turnover rate by looking at the average number of workers who exit your business during a specific time period and are replaced by new staff. ​Creating an environment in which employees want to work and feel valued is a core philosophy at fast-food chain Pal’s Sudden Service. That’s why the turnover rate for hourly workers at the Kingsport, Tenn.-based chain of 29 drive-throughs is a remarkable 23 percent—about one-third of the industry average. There are numerous reports that show average turnover rates by industry (and/or country).

Don’t be daunted by how many different ways you can calculate, track and analyze turnover and retention. You can capture all the data in the world, but it won’t help you improve retention and turnover within your organization unless you take action. And if you don’t take the time to consider each of these factors, you might not end up with an accurate view of how your company is handling its turnover and retention.

Improving your retention rate begins with refining your employee onboarding process, evaluating the employee experience at your company and finding opportunities to enhance your company culture. These preventive measures can produce the yearly employee turnover rate your business wants and reduce the associated costs. Your employee turnover rate tells you yourrisk of an employee leavingand your opportunities for retention when new employees come on board. For example, in July, say you had two employees retire and two employees quit.

If an employer is said to have a high turnover rate relative to its competitors, it means that employees of that company have a shorter average tenure than those of other companies in the same industry. High turnover may be harmful to a company’s productivity if skilled workers are often leaving and the worker population contains a high percentage of novices. Companies will often track turnover internally across departments, divisions, or other demographic groups, such as turnover of women versus men. Additionally, companies track voluntary turnover more accurately by presenting parting employees with surveys, thus identifying specific reasons as to why they may be choosing to resign. Many organizations have discovered that turnover is reduced significantly when issues affecting employees are addressed immediately and professionally.

Organizations and industries as a whole measure their turnover rate during a fiscal or calendar year. The employee turnover rate, or the rate at which employees leave a business, should, ideally, be around 10%. This means that the average organization should aim to keep 90% of its employees, while getting rid of the 10% who are underperforming. However, if 10% of those who are high performers leave, the company might be in a serious mess. For example, the retail and restaurant industries are notorious for poor turnover rates, running as high as 65 percent for retail and 73 percent in restaurants in the past few years. Use resources from the Bureau of Labor Statistics and consulting leaders like Deloitte and PwC to monitor your industry’s average retention and turnover rates. When accounting for the costs , the cost of employee turnover to for-profit organizations has been estimated to be between 30% to upwards of 150% of the employees’ remuneration package.

What Is Employee Turnover Intention?

The higher the turnover rate, the more time the company will spend replacing employees. And, the cost of employee turnover takes its toll on a business’s operations. According to one SHRM survey, the average cost per hire is $4,129, and the average time to fill a position is 42 days. As you can see, replacing just one employee is expensive and time consuming. Turnover rates are drawn from LinkedIn’s member data and reflect a 12-month rolling period. We consider people as leaving their jobs if they provide an end-date for their position at a company . In this article, we’ll take a thorough look at high employee turnover.

Retention rates are the rates of people staying, while turnover rate is the rate at which employees leave. TheSHRM Human Capital Benchmarking Report found that the average employee turnover rate in 2017 was 18%, and that less than 50% of organizations had a succession plan in place. Organizations should aim for 10% for an employee turnover rate, but most fall into the range of 12% to 20%. Certain industries report higher employee turnover rates due to the nature of the job. Retail, staffing agencies, hospitality and fast food have the highest employee turnover rates, according to the Small Business Chronicle. A high turnover rate means that many of your employees – more than what’s expected in your line of business – have quit the organization.

However, rates vary widely when compared over different periods of time and with different job sectors. External factors, such as financial needs and work-family balances due to environmental changes (e.g. economic crisis), can also lead to increased turnover rate. At its most basic, turnover is the number of employees who leave a company divided by the average number of employees, multiplied by 100.

In reality, when it comes to IT turnover, no one really knows the truth. One source of turnover information is an annual survey called The 100 Best Places to Work in IT, published in ComputerWorld Magazine. In 2013, these companies had turnover rates ranging from 1 percent to 21 percent, with a mean of 8.2 percent. The median showed that half the companies’ turnover was above 9.5 percent and half below 9.5 percent.

Looking at the average employee turnover rate by industry can also help you gauge your recruiting success. If each business you recruit for has higher turnover rates than the average, you might want to change your process. You can also use employee turnover rate statistics and compare to a client’s turnover rate. For example, you might gather data from Clients A, B, and C, who are all in different industries. You can tell each client whether they are above or below industry averages.