Manager Development Trainings: Attrition / Turnover Education Training

Two types: Attrition and Turnover 

Attrition: includes voluntary and involuntary departures (laid off, poor attendance, poor performance), the organization should count it as attrition. 

Turnover: If the employee quits on their own accord (wage, shift, location), the company should count it as turnover. 

*You can likely trace high turnover rates to several factors. However, here are some of the top reasons: 

-Employee satisfaction: If you have a high turnover rate, it may indicate that employees are unhappy with their jobs. This could be due to various factors, such as poor management, low pay, or a toxic work environment. 

-Training and development: A high turnover rate can also indicate that your company is not providing adequate training and development opportunities. This can leave employees feeling frustrated or undervalued. In fact, poor or non-existent employee training is one of the leading causes of turnover. 

-Company culture: If your turnover rate is high, it could be a sign that your company culture is not aligning with your employees’ values. This can make it challenging to attract and retain top talent. 

Questions:  

1 – What role do you play in attrition and/or turnover? Are we sending the right person for the job? Do they have every tool and resource to be successful on the job? 

2 – Would you rather fill a job once (i.e. never have to worry about replacing the employee you sent? Or would you prefer constantly replacing the previous person you sent? 

3 – What is the cost of turnover? 

*4 - What will you do this week to help improve turnover? 

Approval and Revision History  

Contact Information  

For questions or support related to this SOP, contact:  
Role/Department: Operations 
Email: [email protected] 
Extension:105