What is the staff turnover rate and what are its types?

The staff turnover rate It is considered a way of managing the human capital found in any organization or company, in this way a systematic, simple and accessible control that allows the identification of any inconvenience that alters the normal work flow of any employee.

In addition, it makes it possible know the level of dissatisfaction or displeasure that the different workers present at a certain moment, as well as the dismissals, new contracts, resignations, among other deficiencies that are ultimately significant for all business.

This index e important for any little girl, medium or large company, since its result is a consequence of the number of people who leave, are fired or resign from their work and thus, the office of Human resources knows the deficiencies that the company has in any field for the workers who are the ones who make possible the fluidity of the work in that institution.

Types of turnover rates

The causes of staff turnover can be varied, this results in a classification of this index where the following can be taken into account:

Voluntary turnover rate

This index, as its name implies, results in all those employees in a company who voluntarily decide to leave or resign from their jobs, the most common causes can be:

• Better job opportunities.
• Health problems that require your resignation.
• Offers and better benefits in another company.

Involuntary turnover rate

These include those workers who have unfortunately been fired from the company, generally it is for:

• Disobedience to their bosses.
• Frequent non-compliance with labor rules.
• Very serious offenses in the company.
• Economic causes of the company that include the economic inability of this to cancel salary to its employees or hires new ones and therefore they are forced to dismiss personnel.

Unwanted turnover rate

This index reflects the total in numbers of those employees who are forced by different factors to leave the company, among those who are considered the average human capital. Most of the time it occurs due to a variation of causes previously exposed.

Dysfunctional turnover rate

It includes workers who do not perform, do not comply, and have very low job performance with respect to other employees.

Functional turnover index

It results in the number of workers who are responsible, have good job performance, comply with the activities and do not present any type of complaint to their managers.

Unavoidable turnover rate

This type of staff turnover rate It is very questionable, since it is a consequence of those departures produced for reasons totally remote from the company, which cannot in any way avoid, for example:

• Pregnant women who will dedicate themselves to their home after giving birth.
• Workers who travel out of the city to have their family away and decide not to return.
• People who decide to start a new professional career and must leave their job.

Complementary turnover rate

Finally, this index takes into account specific characteristics and detailed criteria of the population of workers to be studied, these criteria are:

• Age
• Hierarchy
• Workplace
• Years of work or seniority
• Job
• Job performance.

Ideal staff turnover rate

A ideal turnover rate is one in which a company is capable of keeping its workers active with good performance and that in some way otherwise they manage to change difficult workers who in the long term end up being a problem for their business. All this without affecting the economic stability of the organization in any way.

Interpretation of a high turnover rate

If he turnover rate of a companyIt is too high, this means that there are deficiencies and criticisms in the employees that must surely be taken into account so that there is a better work environment, this may be happening due to:

• Little sense of belonging of the workers.
• Labor deficiencies.
• Deficit in employee management.
• Discomfort and dissatisfaction of workers with their workplace.

Ahigh index it only means that employees consider that they do not have a pleasant environment in the company that provides them with emotional and work security.

Interpretation of a low turnover rate

On the contrary, if the result of the turnover index shows very low values, although it may be superficially seen as something good for the company, in reality it is not, that is, a ideal staff turnover rate is not exactly the lowest, since in some cases it can only mean stagnation, decline and instability of the company.

That is why, if the ideal index is reached, where the number of casualties and selection of new employees is more or less proportional, it could be said that the company has stability and trust of the human capital that makes life there, and although it is difficult to achieve it once achieved, it only means growth and job prosperity for both workers and managers.