Their dissatisfaction can be reflected in frequent job changes or in constant efforts to find a new job. It is characteristic that they are among the loudest in the organization, and like to put themselves in victim positions so others are always to blame for injustice done to them. People prone to dissatisfaction more often and more strongly show negative emotions in the workplace such as anger, nervousness, etc. The driving force of any job is the motivation for the job, and due to dissatisfaction with the employer, colleagues or the job itself, there is a withdrawal from the workplace and thus reduced productivity. The perception that people around us work less and are rewarded more than us can jeopardize job satisfaction. Since man is a social being, it is inevitable that we constantly compare ourselves with the people around us in private as well as business life. These are all forms that indicate a type of absence from work, physical or mental, and to understand why they happen, it is necessary to enter psychology and reasons for employee dissatisfaction in the workplace. Leaving the company depends mainly on two reasons: the level of job dissatisfaction and the number of attractive alternatives the employee has outside the organization.įrequent sick leave, correspondence via social networks during working hours, playing games, etc. It can be controlled, ie the organization can influence the factors that condition it and therefore it is avoidable.Ī high rate of avoidable fluctuation is a sure indicator of problems and unsatisfactory conditions in the organization. Intentional (avoidable) fluctuation involves leaving the organization based on the personal decision and desire of the one leaving (voluntary) or due to organizational needs (organizationally conditioned). There are two basic forms of fluctuation: intentional (avoidable) – voluntary departure or organizationally conditioned departure, and inevitable – retirement, death. Other indicators of turnover through quantitative analysis Therefore, Company A calculated an employee turnover rate of 4.22% for the first quarter of 2020. Note: The number of employees for the calculation is 6 because the employee who was transferred to another organizational unit by internal transfer and employees on leave are not included in the calculation. 1 employee transferred to another organizational unit of the company.Termination of employment contract of 2 employees.Agreed termination of employment contracts of 4 employees.In addition, the company reported the following information for the same period: Company A keeps monthly reports on the number of employees and reported the following figures in the first quarter: Calculation of employee turnover rate (total turnover) An example of employee turnover rateĬompany A’s HR department wants to determine the employee turnover rate for the first quarter of 2020. It includes voluntary and forced departure of employees, and excludes internal movements such as promotions and internal transfers, and employees who are on maternity or parental leave, paid or unpaid leave, sick leave, etc. The retention rate of employees in a particular company is one of the ways to measure performance of the human resources department, but also the company's operations.Įmployee turnover rate refers to the share of employees who leave the company during a certain period of time.

Employee turnover rate