{"id":152837,"date":"2023-03-04T07:00:39","date_gmt":"2023-03-04T07:00:39","guid":{"rendered":"https:\/\/startups.co.uk\/?p=152837"},"modified":"2023-03-04T15:22:11","modified_gmt":"2023-03-04T15:22:11","slug":"staff-turnover","status":"publish","type":"post","link":"https:\/\/startups.co.uk\/people\/management\/staff-turnover\/","title":{"rendered":"Managing staff turnover – plus tips to avoid it"},"content":{"rendered":"

[vc_row][vc_column][vc_column_text]Nobody likes to say goodbye – especially business owners. Every exit leaves managers with a hiring gap that costs money and lowers employee engagement<\/strong><\/a>. For startups, which are typically smaller, resignations can also directly impact their early-stage growth.<\/p>\n

In the current climate, these are real threats. Post-COVID, and in the midst of an economic crisis, poor employee satisfaction has brought on a cross-sector phenomena of mass quittings dubbed the ‘Great Resignation’. Worryingly, a 2022 report by PwC found that 20%<\/strong> of UK workers planned to jump ship in the next 12 months.<\/p>\n

Such constant upheaval creates onboarding and recruitment challenges, as well as scuppering organisational culture and staff morale. But there are ways to assuage staff members to control your turnover rate, instead of allowing it to run riot.<\/p>\n

In the below guide, we’ll delve into the causes and consequences of staff comings and goings, as well as how to calculate your own staff turnover rate. After all, if you can’t measure it, you can’t improve it.<\/p>\n

By the end, you’ll be able to design an effective management strategy that will turn a potential Great Resignation into a Great Retention.[\/vc_column_text]<\/p>

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