How do we evaluate whether coaching can be quantified with lowering our turnover and boosting our overall engagement?
—Metrics-minded OD specialist, hospitality, San Diego
How do we craft a compelling argument to justify the need to retain employees? Our agency is short of staff, yet the unit is saddled with the responsibility of keeping people and property safe by enforcing traffic rules and regulations. We are concerned about the impact of not having adequate staff and want to convince higher-ups to ensure we have the staff we need.
— Critical Need, project specialist, government, Nigeria
Our university is trying to determine the best way to calculate turnover. Is there an industry standard for how turnover is calculated in higher education?
More precisely, we aren't clear whether to base it on total employee count, number of full-time equivalents, and whether adjunct/non-tenure-track faculty should be included in the turnover ratio. We would love to know how other universities are calculating turnover ratios.
— Numbers Game, budget and finance, government, Colorado
Our company is coping with average turnover of 40 percent. Could HR make a development plan that effectively reverses this trend?
— Failure to Communicate, telecommunications, Santiago, Chile
I am an HR generalist at a nonprofit social services agency that deals with domestic violence. Due to the nature of the work, we have always experienced a turnover rate between 30 and 40 percent. Is our turnover rate at or near average benchmarks for this line of work? And knowing we can’t change the stressful nature of the work, how do we keep our best people from burning out?
— Stress is Killing Us, HR/facilities manager, nonprofit, Phoenix, Arizona
Do you know if there is any kind of normal attrition or resignation numbers for industries or size of companies? What is considered normal?
—Not Sure When to Worry, automotive, Auburn Hills, Michigan
Our industry -- healthcare -- is booming. We're seeing lots of new hospitals and clinics getting set to open, creating a demand for skilled and experienced employees. That has us a little worried about staff attrition. We expect to lose some people, but what are some practical steps we could implement to get out ahead of this issue?
—A Little Nervous, assistant HR manager, health care, Singapore