There are numerous tips to combat high turnover

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Skilled workers have always been a scarce commodity - especially in IT. The home office situation during the COVID-19 pandemic has made the situation even worse. One particular reason is that skilled workers are no longer tied to a location. According to a recent study, the fluctuation in the IT sector is now at 13.2% . This means that as a company you have to replace almost 1/6 of your workforce every year.

such as a good culture, clever recruiting, good leadership and much more. You restaurant email list can find many of these tips on my blog. But there is also one fact that you can never beat: the market! So you can certainly reduce the rate to 7-10% with clever measures, but 1/10 will still leave the company every year. In this case, we are not talking about self-inflicted turnover, but natural employee turnover. Neither employers nor employees themselves have a completely direct influence on natural employee turnover. It simply includes a market-standard termination rate. To put it bluntly, someone will always leave for personal reasons, to see something new or because another employer is paying 20,000 euros more.

When employees leave, a hole is created
When good employees leave, a little culture and, above all, a lot of knowledge always goes with them. New employees must first acquire this valuable know-how. Furthermore, the departure of key people can cause uncertainty within the team. It can also jeopardize the company's business relationships through customer loyalty due to a good employee. And last but not least: employees who have already submitted their resignation are often less productive in the last weeks or months of their employment.