The first thought that all managers and supervisors have when thinking about employee turnover is the negative effect someone leaving will have on an organization, the time involved in training someone new, as well as the cost to the organization. Some experts say the cost of replacing an employee can be between 150 – 300 percent of the exiting employee’s salary.
As Kim Ruyle of Miami’s Incentive Talent Consulting stated during a presentation regarding employee turnover, “There’s a spectrum; some turnover hurts badly, while other turnover is much less consequential and may even be a net positive.”
She goes on to say that “turnover can be a good thing when it results in enhancing capabilities for an organization, when there’s increased energy and innovation as a result of the turnover.”
I would say that an organization is missing an opportunity if it does not take a deep breath after someone leaves and takes a hard look at what responsibilities need to be accomplished, not just run out and fill the seat (most managers/supervisors do not like to have an empty seat too long).
As we have all experienced, in most cases we have made the job fit around the individual who is sitting in the seat, and haven’t necessarily taken the time to revisit what the organization needs from that position. When was the last time you updated your job descriptions?
What better time to redefine the position, and bring in someone with a stronger skill set, someone with more energy, or someone that better fits the culture of an organization than when you have an open position?
It may mean that you have the seat open longer than you may like, but the long term contribution to the organization will be greatly enhanced by taking the time to engage other staff, managers, etc. in conducting an “audit” of what is needed, developing a new job description, and hiring someone that can be an even better contributor to the success of the organization.
In the competition for top talent, it is incumbent on the leaders of an organization to ensure that they are hiring the best individual that brings the needed skill set, is a good culture fit, but more importantly can be an important player in moving the organization forward!
Turnover is not a bad thing – but a true opportunity.
Are you up for the challenge?
