Theturnoveras for him, it is a consequence of attrition.

It describes the turnover of employment at

the business’s staff turnover. It is also referred to as job rotation or workforce renewal.
Chaque jour, des salariés quittent leur entreprise. Cela fait partie du cycle de vie normale d’une
company. A business with a high turnover means that the attrition rate and the pace of
the renewal of its staff is important. This is reflected concretely by a lot of departures.
(dismissal, mutual agreement termination, resignation) followed by many recruitments. This turnover
may be desired by the company, or on the contrary, endured.
Turnover is often calculated as a percentage over a specified period, we then talk about the rate of
turnover or rotation rate. It is usually calculated over a year.
Forcalculate this rate It is necessary to first gather some important data: the number of
departures during year N, the number of arrivals during that same year N and the size of
the company as of January 1st of this year N.
The calculation to be performed is as follows:
Turnover= [(Nombre de départs en N + Nombre d’arrivées en N)/2]/Effectif au 1er janvier de
the year N
Then simply multiply this result by 100 to obtain the turnover rate.

It is considered that a company's turnover is low when it is less than 5%. On the other hand, if it
exceeds 15%, this means that the employee attrition rate is high and that the company
suffers from a poor social climate due to various causes.

These indicators should be studied carefully by management and the human resources department.
because they will provide indications about the atmosphere, working conditions, and employee burnout.
When turnover becomes too high and is not controlled by the company, it risks
jeopardize one's financial health. It can indeed generate significant costs related to the multiple
recruitment and the loss of employees (resignation, training for new positions, time of
search for the new candidate). It is then necessary to understand the causes in order to take
measures to remedy the wear and tear of its employees and this too high job turnover.

An uncontrolled turnover by a company is generally caused by dissatisfaction of

personnel, in other words, by aattrition rate your employee turnover rate is too high. This
Dissatisfaction can have several causes such as:
The lack of recognition
A bad atmosphere within the company
A disagreement with the management
The lack of career advancement prospects in a position
Poor management within the organization
Poor communication among collaborators
The causes of employee dissatisfaction do not appear overnight. Attrition and
an employee's dissatisfaction can evolve over time and their well-being at work can increase further
can deteriorate if the company does not respond. A trigger, even trivial, can one day
the other, to lead the employee to leave the company if they have been experiencing a bad social climate for some time
weather.

The manager of a company or its HR manager must conduct regular interviews with its
employees to ensure the overall well-being of its staff before the attrition rate deteriorates
and results in a high turnover rate.

Before the company experiences significant turnover, it can already implement some
steps aimed atretaining its employeesand limit their wear:
Encourage communication within the company by proposing a participatory organization

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 Information on career development and training prospects
Promote internal recruitment for managerial positions
Implement empathetic management and be appreciative of the work.
of collaborators
Involve your employees by uniting them around a common project.

Turnover can be very dangerous for the health of a company as it generates costs.
important. It is therefore necessary to avoid it before it occurs or, when it is already present,
do everything possible to identify the causes of employee attrition and try to the best of
remove them.

The best way to address a detrimental turnover and understand its causes is to respond
to the following questions: Why does the company suffer from recurring turnover? What can be done?
What is the company doing to prevent this from happening again? How to retain high-performing employees?

The exit interview is not meant to retain an employee who wishes to leave a company, but rather
to understand the reasons that led her to do so. Thanks to this interview, the employer or the
the human resources manager can gather information to prevent this from happening
Reproduced. The collected data, once grouped and analyzed, allow for the identification of
improvement suggestions regarding how the management practiced within is perceived
the company. The structure can then adapt its management and implement actions to
reduce the attrition rate and retain the talents it possesses.

To facilitate this analysis, the company can resort to acommitment program

[Link] tool is used to gather feedback regarding the professional life cycle of
employees within the company. This data is then centralized in a single program.

Exit interviews are a good way to understand how employees feel and what they experience.
in daily life. However, combining this information with other data collected at different stages
different from the employee's life or the company's turnover can be tedious. It is
so complicated with this mass of information to be able to identify areas for improvement for
level with a high attrition rate.

Let's take this example: in company X, more and more employees from different departments have
tendency to leave their job due to a lack of career advancement opportunities. This data, if not
Decentralized data in different systems will not allow for relevant analysis.

On the contrary, if the company has a system that allows for the aggregation of returns and
employee comments as well as operational data of their life cycle within the
structure, it will be better able to identify the issue (here the lack of opportunities for advancement)
on the positions) that causes this wear rate and this turnover. She will also be able to see that this problem
touch all the services that make it up by correlating this data with the indicators
of performance 360. The analysis will reveal that the lack of advancement opportunities is the
main factor of massive turnover.

Once the factors or causes of attrition are identified, the company can go even further in its
analyze. This type of program allows for a deeper examination of trends based on others
sources like theemployee engagement surveyseurs,Integration quests or any
another survey occurring in theemployee life cycle to accurately identify the
trigger of dissatisfaction and the moment it appeared.
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By pooling data from exit interviews, survey results, and all
the comments and feedback from employees, the company can then establish connections and draw
conclusions that would have been impossible to identify before. Tools like this allow
not only to understand the causes of attrition, of job turnover,
understanding the reasons for employee departures but especially taking measures to
to prevent this kind of situation from happening again.

The integration of employees: The first impression is crucial. It is a moment that

your collaborator will remember throughout their professional career. It is therefore essential to
take care of your onboarding policy, and involve your employees in a mentoring system or
of sponsorship. Be careful not to overwhelm your newcomer with too much information, at the risk of
scare it. A smooth integration will allow your young shoot to approach its new position.
with serenity, and not to scare him away before the end of his trial period.

The remuneration policy: If the salaries earned by your employees are not competitive.
compared to the competition, rely on other strengths and specific advantages: bonuses,
exceptional challenges, corporate events, flexible hours, etc... To ensure a
sustainable motivation of your employees, you can plan salary progression levels from the start
of the employee in position, which will give him prospects for the future.

Working conditions: Feeling good in your job, getting up every morning without apprehension,
to be cheerful at the thought of reuniting with colleagues, as many elements are essential in the life of
collaborator, and especially for the new generations entering the job market.

It is therefore essential for a company to highlight its values and to bring them to life by
concrete representations. This will develop the sense of belonging of your collaborators, who
they can then become true ambassadors of your brand.

Don't dream of the race for productivity, an endless race that will exhaust your teams in the short term.
term. Think long term, and project yourself into the distance with staff who will not find themselves
that is more loyal and committed.

Finally, give meaning to your employees' work by involving them in the life of the company, and in
valuing their contribution. This collaborative work will also allow you to maintain a dialogue.
to be social and to gain in efficiency.

The prospects for development: How to ask an employee to stay engaged and
performing without giving him a clear vision of the direction to follow?

To help you with this, your human resources department will be a key player to engage in a policy.
High-performance G.P.E.C in which the skills of the employees will be mapped to
the help of tools, in order to prepare for potential mobility or skill development.

From this perspective, it is essential to give your employees a voice, to take into account
their aspirations, in order to ensure that each resource is in the right place at the right time, and there.
feels good.

Management: The strategy of your management first goes through your managerial relays, which are
the first bearers of your messages.

It is therefore important to ensure that these ambassadors demonstrate listening, empathy, and
recognition towards their teams.

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Work to be done:

1. Based on the document, identify and explain the following elements:

The notion of turnover;
The causes of turnover;
The consequences of turnover;
The proposed remedies.
2. Explain and argue the following idea:

The general idea is that staff turnover reflects an unfavorable social climate, which is not
always true, sometimes it turns out to be normal, in other cases it represents a positive aspect.