Employee turnover, attrition and churn are all measurements of how many employees leave a company within a given period. Often used as synonyms, there are minor differences between them. Turnover includes both voluntary and involuntary employee departures, while attrition refers to departures that are voluntary and/or “natural”—such as retirement or a position being discontinued. Employee churn is the total number of turnover and attrition cases combined.
High turnover, attrition and churn can indicate problems within a company.
By definition, employees counted in the turnover rate must be replaced. Recruiting, hiring and training are costly, significantly impacting a company’s bottom line. What’s more, a high turnover rate is likely to put off potential candidates, while a company with a low turnover rate generally has an easier time attracting and retaining qualified talent.
On the other side of the coin, employees who stay at a company for longer tend to be less stressed, more committed to the long-term success of the company, more productive and more likely to recommend the company as a place to work.
High turnover and voluntary attrition are often the result of a poor company culture and/or workplace conditions. Offering employee mental health benefits helps retain employees by addressing critical culture and well-being issues directly on both the individual and organizational level.
With a wide range of science-based tools and programs to support key areas such as work-life balance, psychological safety, supportive leadership and healthy communication, supplemented by one-on-one psychological counseling, nilo.health promotes a positive workplace environment where employees want to stay and thrive.
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