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- The rate at which people move on from their job during a specific period is called employee turnover, and this is your litmus test to see if the company culture is working.

There's a simple formula to work it out. Take the number of folks who leave over a given period and divide that by the average number of employees. Then times that by 100, and you have your turnover percentage rate. High turnover is costly for the company, wastes time and resources, and is bad for morale.

So how do you keep that turnover rate low? Get details from an exit interview. An exit interview reveals why a person might have left, from a poor onboarding experience to a heavy workload, to bullying or a lack of opportunity for career development.

Make a plan for improving managers. Poor management is at the heart of most voluntary turnover. Giving managers the skills to build positive relationships, communicate expectations, and inspire motivation rules.

Use the opportunity to transform. When unsuitable talent leaves, high performing talent can fill the gap. Offering career development, competitive compensation, or better benefits promotes engagement. Build a work community to strengthen connections. Virtual platforms and in-person team building activities support the team. It's a perfect forum to champion inclusivity and celebrate people's achievements.

The right HR tech can enable community building, learning, and development. They give the flexibility to open the floor to people's concerns and enable you to make plans to address, manage, and, if needed, turn employee turnover around. So, ready to take your HR plans to the next level?

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