Impact of Voluntary Turnover: A Comprehensive Organizational Analysis

This essay explores whether voluntary turnover is healthy for an organization, arguing that while some turnover is normal, excessive voluntary turnover can be detrimental. It discusses reasons for employee turnover, such as better job opportunities, salary, and benefits, as well as the psychological factors involved. The essay emphasizes that employee turnover is a costly process, involving both monetary expenses and the investment of time and resources in training new employees. The conclusion is that voluntary turnover is generally not healthy for a company due to these costs and disruptions.

Voluntary turnover

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.
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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.
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