Tendencies and Challenges of Employee Voluntary Turnover

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Knowledge and experience about employee turnover accumulated over the years and centuries from researchers. Some models or methods have undergone transformation over time, but all the major initial theories nowadays is significant to achieve organizational success. Meanwile, together with technological advances and labor trends in the world, demands of human beings are changed. Employee turnover is distinctively important topic for organizations around the world. Managing retention to keep turnover rate is one of the most challenging issues in contemporary world. Organizations should constantly pay attention how to detect personnel drain process effectively for the continuous development of business.

The best way to avoid personnel job leaving is to identify, analyze and eliminate the reasons that may cause it and try to prevent. As time goes by, companies have a shortage of qualified candidate in the long run. At the same time, continuously search for a new employee, on the job orientation and professional growth is associated with new financial expenses.

In article discussed as already known as well as unknown turnover factors. It is noteworthy that, in modern digital era it’s easier to access global and local information to find a new career way out and constantly search for a new job. That’s why organizations need constantly care for maintenance of talents.  Even though, that leaving job is caused by various types of reasons high percentage of employee turnover rate still speaks about employee dissatisfaction. As well as, in the company where staff drain indicator is very low, it is clear that organization cares for the employees and staff is satisfied more or less with labor relationship. To avoid expenses caused by voluntary turnover, organizations need to determine problems, diagnose turnover drivers and formulate retention strategies.