No Employee Turnover-Is that good?
No turnover or low turnover may be costing your hundreds of thousands in bottom line profits.
In today’s work place, you can find many articles on how much employee turnover is costing you. There are even ways to calculate the cost of turnover. And the bottom line is that we all know that employee turnover is costly.
But we rarely consider the employee that quits the company but continues to come to work, and collect a paycheck….Or the disengaged employee(s) I know you have encountered these people…and why is this a problem?
When a employee quits and leaves, the cost is measurable and more importantly it allows the company to move forward with new and possibly more productive workers.
A disengaged employee will continue to hurt your bottom line for years. Who knows how much damage this type of employee can do you your customer service reputation, or how many employees he/she can drive away from you company, or how they affect your overall product quality.
How can you identify a disengaged employee?
Have you ever run into a situation where you have or had an employee that manages to do just enough each year to “get by” on performance evaluations? You know, they do just enough to keep from getting fired, but there performance is below that standard that you really want?
Or how about the employee that complains most of the time, is always negative towards other employees, or negative towards management, or most importantly negative toward your customers?
Signs of a disengaged employee can be, constantly late for work, frequent absences from work, poor quality work, does not follow the work procedures, constantly complains about work or other employees, an employee who always causes problems, or is critical of others.
In summary, we often think that employee turnover is the worse possible situation, but in reality Employee Disengagement can cost you 10-20-30 times as much money.
In today’s work place, you can find many articles on how much employee turnover is costing you. There are even ways to calculate the cost of turnover. And the bottom line is that we all know that employee turnover is costly.
But we rarely consider the employee that quits the company but continues to come to work, and collect a paycheck….Or the disengaged employee(s) I know you have encountered these people…and why is this a problem?
When a employee quits and leaves, the cost is measurable and more importantly it allows the company to move forward with new and possibly more productive workers.
A disengaged employee will continue to hurt your bottom line for years. Who knows how much damage this type of employee can do you your customer service reputation, or how many employees he/she can drive away from you company, or how they affect your overall product quality.
How can you identify a disengaged employee?
Have you ever run into a situation where you have or had an employee that manages to do just enough each year to “get by” on performance evaluations? You know, they do just enough to keep from getting fired, but there performance is below that standard that you really want?
Or how about the employee that complains most of the time, is always negative towards other employees, or negative towards management, or most importantly negative toward your customers?
Signs of a disengaged employee can be, constantly late for work, frequent absences from work, poor quality work, does not follow the work procedures, constantly complains about work or other employees, an employee who always causes problems, or is critical of others.
In summary, we often think that employee turnover is the worse possible situation, but in reality Employee Disengagement can cost you 10-20-30 times as much money.
posted by Randy Hill at
9:44 AM
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