Sure, everyone will be on their best behavior, but if you ask the right questions, you can learn a lot. Ask the right questions during the interviewĪn interview is probably the best time to understand a company’s habits. Smaller companies and young startups can be a bit trickier to find information on, but you might be able to find TED talks, speaking engagements, or interviews with current employees to give you a sense of what it would be like to work there. If it’s a large company, you’ll likely find enough information to get a sense of the culture and why people generally move on to greener pastures. Read the Glassdoor and Indeed reviews, check out the website and social media pages, and Google every variation of the company’s name. There is a plethora of information about companies online. However, as most companies don’t advertise turnover rates on their websites, you’ll probably need to do a little digging to get an idea of what this number might look like where you’re applying. A good turnover rate is about 10%, which is an impressive 90% employee retention rate. However, this number drops by almost 60% when you look at voluntary turnover. So what do you do if you’re interviewing at a company with significant turnover? Should you head for the hills, or suck it up and stick it out? How to identify high turnoverĪccording to the U.S Bureau of Labor Statistics, in 2021, the average employee turnover rate was about 57.3% across all industries. It can be indicative of a bad culture, poor leadership, a stressful work environment, or a paltry remuneration package, among other things. High turnover is defined as a significant number of employees leaving an organization. Of course, this isn’t true of all organizations with an employee retention problem. And it works: people stop leaving in droves. The turnover is also addressed extensively by the company who also works together with employees to get to the root of the problem and sweeten the compensation package. It turns out that employees were leaving the company because there was a low supply of people in your field and high demand. The culture is fantastic, you achieve a healthy work-life balance, and you’re learning a lot. First 10, then 15, and then 20 people depart at the same time.īut, you stick around. So you watch in shock as a tide of resignations rock the company. Ideally, you would have inquired about employee retention before joining the company, but you were new to the working world and didn’t ask enough questions. But the company has a dark secret that slips under your radar until later in your tenure: people tend to leave - quickly. Perhaps you were wooed by promises of the fantastic culture, great work-life balance, and rapid professional development. Imagine joining a company with a shockingly high turnover rate early in your career.
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