What should be done if staff turnover rates exceed established benchmarks?

When staff turnover rates exceed established benchmarks, analyzing turnover rates by job class and tailoring strategies is essential. This approach allows for a focused understanding of the specific factors contributing to turnover within different roles or departments. By distinguishing between job classes, leadership can identify trends, challenges, and nuances that are not apparent in aggregate data.

For instance, if turnover is particularly high in a specific department or job class, this analysis would reveal underlying issues such as management practices, job satisfaction, workload, or compensation disparities that may require different interventions. Tailoring strategies based on this data ensures that the solutions implemented are relevant and effective for the specific circumstances of each job class, thus promoting better retention.

While conducting exit interviews can provide valuable feedback, it focuses primarily on individuals who have already left and may not capture ongoing concerns. Decreasing hiring or implementing a blanket policy lacks the nuance required to address the root causes of turnover effectively. Instead, a targeted and data-informed approach is the most strategic way to manage turnover in a manner that is both efficient and effective.