Turnovers, perhaps a good thing sometimes?
Yesterday, I spoke about how turnovers are bad for an organization. In fact, I even read a scientific journal explaining how bad it is and I compared it to other non-scientific articles I read online. All of them agreed on the same thing. Turnovers are bad.
However, I spoke to someone about this and even though I agree with both scientific and non scientific articles that turnovers are bad, I didn’t realize that there can also be positive things occurring due to a turnover. And that’s what I would like to talk briefly about today.
Make Room For New Talent
Sometimes employees simply do not align or believe in the mission and vision of a company anymore. Some start to feel a disconnect with the company’s strategy and want to grow in a different direction. In situations like this it would be best to let that employee go, because in this case, everybody wins. The employee gets to pursue his or her career goals while the employer is given an opportunity to get fresh new talent that is willing work for their goals.
Encourages Productivity
When an employee leaves, a new position is opened and an organization can start looking for new talent to full fill the role as soon after that. However, existing employees who’ve already been longing to full fill a similar role might now see this as an opportunity to grow if they apply internally for this new open vacancy. A big advantage for the organization would be that the person (or people) applying for this new role are people you already know well, so no need for expensive talent acquisition costs to get the candidate for the job. And, by allowing your existing employees to apply for the job, you increase the productivity of an existing employee, provided that you, as an organization, promotes this employee to the new role.
Holes or Other “Corporate” Cracks Are Revealed
When a top performing employee leaves, its sort of like a test to see whether an organizations products, projects and systems still keep running. And, if it isn’t the case, that it’s a perfect queue for an organization to start improving their internal processes to make it more resilient against employees coming and going. It’s an opportunity to see how dependent your company is to specific employees within a company. And of course, it’s always good for business continuity if you can keep your products or services going, even though 1, 2 or more strategic employees have gone to further their careers elsewhere.
Modern Times Have Brought Modern Behaviors
In this day and age, the ideas, beliefs and other representations of the modern work life has changed, especially among millennials. No more will they work for decades at one company. They are in search of more flexibility and an opportunity to experience multiple companies in the life time of their careers. So, companies should strive to think of new ways anyway on how to keep this newer generation happy with their more flexible attitude to work. So, as an organization, it makes sense to take into consideration that its very likely that people nowadays simply want to have a more diverse professional background in the amount of companies they worked for as opposed to working for just one company, which is possibly why they change employers more often nowadays.
And those are some of the less negative aspects of job turnovers. Hopefully you’ve been able to understand the less negative aspects of job turnovers through the points that I described.