By staff category
Posted: Mon Jan 20, 2025 9:01 am
Passive turnover is associated with dismissals of employees by decision of the management. If an agreement can be reached with the manager, the employee leaves the company of his own free will. One of the reasons for passive turnover may be the optimization of work processes, when it is necessary to review the roles and responsibilities of employees in order for the company to achieve new financial indicators. This also includes staff reductions and dismissals due to the employee's violation of labor laws or internal regulations.
By staff category
The type of staff turnover is considered within the framework of job categories. To calculate the frequency with which people leave the company, you need to divide the team into several parts:
mass personnel;
line personnel;
line managers;
middle managers;
Top category managers.
The highest rate of personnel outflow homeowner database is observed in the HoReCa and retail sectors, where mass personnel most often work. If these companies regularly change management and senior management, measures must be taken to retain specialists.
In structural divisions
This type of turnover is calculated for each department or structural unit separately. If there is a noticeable imbalance somewhere, it means there is a systemic error that needs to be corrected. It is believed that the number of dismissals in all units should be uniform; retail and hospitality are not taken into account for the calculation.
By experience
Turnover by length of service should be considered for employees who have worked for one company:
less than a year;
from one to three years;
from three to five years;
more than five years.
By looking at this type of turnover, you can understand whether you can retain employees for a long time, whether they manage to realize their potential within a certain period of time. For example, IT specialists usually work in one place for three years, and managers change companies after five years. If there are strong deviations from the norm, you need to understand the reasons for dismissals. To do this, it is worth conducting surveys that include indicators of engagement and satisfaction with the current job.
By staff category
The type of staff turnover is considered within the framework of job categories. To calculate the frequency with which people leave the company, you need to divide the team into several parts:
mass personnel;
line personnel;
line managers;
middle managers;
Top category managers.
The highest rate of personnel outflow homeowner database is observed in the HoReCa and retail sectors, where mass personnel most often work. If these companies regularly change management and senior management, measures must be taken to retain specialists.
In structural divisions
This type of turnover is calculated for each department or structural unit separately. If there is a noticeable imbalance somewhere, it means there is a systemic error that needs to be corrected. It is believed that the number of dismissals in all units should be uniform; retail and hospitality are not taken into account for the calculation.
By experience
Turnover by length of service should be considered for employees who have worked for one company:
less than a year;
from one to three years;
from three to five years;
more than five years.
By looking at this type of turnover, you can understand whether you can retain employees for a long time, whether they manage to realize their potential within a certain period of time. For example, IT specialists usually work in one place for three years, and managers change companies after five years. If there are strong deviations from the norm, you need to understand the reasons for dismissals. To do this, it is worth conducting surveys that include indicators of engagement and satisfaction with the current job.