Voluntary turnover Is voluntary turnover healthy for an organization? In my opinion, employee turnover is considered as normal part of the overall business cycle. The workers of the company will leave the business but if proper actions are considered then the impact of turnover can be reduced to the larger extend. It is important for the company to be ready to face the issue related to retaining of the employees in the workplace. But to minimize these issues it is necessary for the company to consider the rights actions related to reorganizing the internal staff, up skilling the employees who are new in the workplace (Cohen, Blake & Goodman, 2016). I have observed that there are many reasons that can be related to the turnover. The reasons of turnover can be finding a better job, salary, bonus, health benefits and also the timing of the company. In many cases, psychology of the employees has an essential role in context to voluntary turnover (Selden & Sowa, 2015). Turnovers are considered as one of the expensive process for the company and the overall cost can also be in monetary terms or it can be in relation to the resources and time of the company. It can be stated that the time spent in training the new employees is considered as an investment for the company and also to keep the employees for long is also spending the resources on the growth of the employees (Becton, Carr, Mossholder & Walker, 2017).So, according to me voluntary turnover is not considered healthy for the company as the employee turnover is considered as the costly process. 1
Voluntary turnover References Becton, J. B., Carr, J. C., Mossholder, K. W., & Walker, H. J. (2017). Differential effects of task performance, organizational citizenship behavior, and job complexity on voluntary turnover.Journal of Business and Psychology,32(4), 495-508. Cohen, G., Blake, R. S., & Goodman, D. (2016). Does turnover intention matter? Evaluating the usefulness of turnover intention rate as a predictor of actual turnover rate.Review of Public Personnel Administration,36(3), 240-263. Selden, S. C., & Sowa, J. E. (2015). Voluntary turnover in nonprofit human service organizations: The impact of high performance work practices.Human Service Organizations: Management, Leadership & Governance,39(3), 182-207. 2