What causes turnover?
In addition to understanding the financial consequences of attrition, it is important to understand the drivers of turnover and retention in your organization. One of the most common tools used to understand turnover is the exit interview. Unfortunately, departing employees have no motivation to provide a complete and insightful explanation for their departures. Reasons typically cited include better pay, a promotion, better location, and myriad other reasons that help employers rationalize departures and help departing employees remain on good terms with the organization. The problem is that employees made the decision to look for another job or talk to another employer long before we ask them why during an exit interview. Whose problem is it? Old business paradigms dictate that the keys to improved retention are better pay and benefits and effective reward and recognition programs. If those are the only solutions, then turnover, naturally, is a problem the human resources department
