Excellent Employees
Turnover is discussed as a market problem and is largely a local one. The variation between teams inside a single organisation is usually greater than the variation between employe
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Turnover is discussed as a market problem and is largely a local one. The variation between teams inside a single organisation is usually greater than the variation between employers.
When an organisation loses people it tends to reach for external explanations: the market is competitive, salaries have moved, this generation changes jobs more often. Some of that is true, and it does not explain the thing that is visible in almost every organisation's own data, which is that turnover is not distributed evenly. Some teams lose nobody for years. Others lose several people annually while doing similar work, for the same pay, under the same policies, in the same building.
That variation is the most useful information an organisation has about why people leave, and it is generally not examined, because examining it means arriving at a conclusion about a named manager. It is considerably more comfortable to conclude that the labour market is difficult, and the comfortable conclusion also has the advantage of implying that nothing internal needs to change.
Excellent Employees is about retaining capable people: onboarding, management quality, progression, recognition, workload and what turnover data actually shows when it is decomposed rather than reported as a rate.
The editorial position is that retention is mostly management work rather than programme work, that the variation between teams inside one organisation usually exceeds the variation between employers, and that the highest-yield interventions are unglamorous enough to be routinely skipped.
This publication is independent. It is not affiliated with any employer, recruitment firm, human resources software vendor or consultancy, it does not accept payment for coverage, and it does not profile organisations or individuals.