Maintaining a strong workforce is critical to the success of any business, yet many organizations struggle to retain their top talent. This is a growing concern, as high employee turnover rates can incur significant financial losses for companies.

In today's rapidly evolving work landscape, it is crucial for employers to stay ahead of the curve and implement innovative strategies to attract and retain top-performing employees. Attracting the right talent is only half the battle, as creating a supportive and empowering work environment is equally important in retaining employees.

Fortunately, there are simple and cost-effective ways to make your workplace attractive to elite employees. Introducing flexible work arrangements and offering valuable benefits such as health insurance and retirement savings plans can go a long way in retaining top talent.


Keeping Track of Employee Retention: Why it Matters


Maintaining low employee turnover rates can bring numerous advantages to your business. It is a crucial aspect to keep your business running smoothly and successfully, as high turnover rates can result in increased costs, effort, and time spent on recruitment and training. According to a survey, 63% of employers believe that low turnover rates increase motivation in the workplace, leading to better performance, higher morale, and improved employee satisfaction.

In addition to boosting motivation, low turnover rates also enhance the employee experience, strengthen loyalty to the team, and foster deeper connections among workers. This creates a positive work environment that allows employees to thrive, making them more likely to stay with the company.

Investing in employee retention strategies can help reduce operational costs, as six in 10 employers reported that low turnover rates decrease costs. Similarly, 59% of employers said that the time spent on training new employees is reduced when the turnover rate is low, highlighting the cost-effectiveness of employee retention in these trying economic times.


Hybrid and Remote Work: A Key Factor in Boosting Employee Retention


The shift towards hybrid and flexible work models has resulted in a lower overall turnover rate in companies that have embraced this change. In 2022, companies with flexible work arrangements saw a 5% decrease in turnover rates compared to those with an on-premise business model. The increased opportunities for flexible work have made it easier for these businesses to retain their employees. This can be attributed to the trust and autonomy that flexible working fosters among employees, ultimately improving their likelihood to stay with the company.

In contrast, the trend for companies with a traditional office-based model shows a significant increase in turnover rates. From 2019 to 2022, the average turnover rate for office-based workers rose by 11.5%.

Fully remote work is predicted to have the highest retention rate in 2023, at 39.3%. This is slightly lower than hybrid jobs, which are estimated to have a 39.9% retention rate, but still significantly higher than office jobs, which are projected to have a 43.7% turnover rate. The numerous benefits of fully remote work, such as cost savings from eliminated commutes and increased time for outside activities, are attractive to both employees and employers. These factors contribute to employee satisfaction and retention while being cost-effective for both parties.

Uncovering the Top Functions with High Employee Turnover Rates in Business


Job functions in various industries can experience different rates of employee turnover, which can be influenced by factors such as job market competitiveness and demanding work conditions. In 2021, the sales industry saw the highest employee turnover in both the UK and US, with a rate of 31.1% and 39.9% respectively. However, the average turnover for sales positions has decreased from 35.6% in 2021 to 35.1% in 2022.

In 2022, the job function with the highest turnover in the UK shifted to those in "product" departments, with a 32.2% rate. In the US, the information technology industry saw the highest employee turnover with 41.7% of employees leaving. The finance and accounting sector saw the largest average increase in turnover, with a 3.3% rise in 2022 compared to 2021. The only job functions that experienced a decrease in employee turnover were customer service and sales, with rates falling by 0.2% and 0.5% respectively.

The legal industry in the UK had the lowest turnover rate in both 2021 and 2022, while in the US, the lowest turnover was seen in HR jobs in 2021 and design jobs in 2022.


High Turnover Rates: An Analysis of Job Functions with High Employee Exits


Employee turnover can be a major challenge for businesses and can vary across different job levels. In the education and healthcare industries, turnover rates are high among higher-level roles. Healthcare had the highest turnover for director-level jobs in both 2021 and 2022, and for CEO roles in 2022. 

On the other hand, the IT and telecom industries have high turnover rates for lower-level roles. Entry-level positions in 2022 saw the highest turnover, as well as management positions in 2021 and senior management positions in both 2021 and 2022.

These statistics highlight the importance for businesses to consider their talent retention strategies for employees at all levels, from entry-level to top management. Addressing the specific challenges faced by different job functions and levels can help reduce employee turnover and maintain a stable workforce.


The Consequences of High Staff Turnover: A Closer Look


High employee turnover can have far-reaching negative effects on employers and businesses alike. The loss of experienced employees means a loss of institutional knowledge and familiarity with company processes. This can put pressure on the remaining staff, leading to decreased morale, increased workload, lower productivity, and even burnout.

For businesses, the recruitment process to replace departing employees can be time-consuming and expensive, diverting valuable resources from other areas. Additionally, maintaining the morale of current employees can be challenging during a period of high turnover.

To mitigate these effects, employers can focus on retention strategies to support and retain their top performers. By investing time and resources into intentional retention practices, businesses can reap long-term productivity benefits and achieve sustained success.


The Length of Time Required for Businesses to Recruit a New Employee: An Average of 40 Days


Recruiting new employees is both a costly and time-consuming task for businesses, taking an average of 40 days to find the right candidate. In the UK, the average hiring time is 39 days, while in the US, it takes 40 days.

In the IT and telecoms industry, the hiring process can be especially lengthy, with an average of 49 days needed to fill an open position. The education sector follows closely behind with an average of 44 days, while sales, media, and marketing jobs take an average of 42 days to fill.

On the other hand, the travel and transport industry has the quickest hiring process, taking only 23 days on average.

Considering the length of the hiring process, it's crucial for businesses to be mindful of the impact this can have on their current staff and morale. During this time, companies can take advantage of the opportunity to implement new benefits and policies to support their employees' work-life balance and show appreciation for their contributions.


Reducing Employee Turnover: Strategies for Successful Businesses


Retaining employees is crucial for any business looking to maintain a productive and motivated workforce. To help reduce turnover rates, companies can implement a number of strategies.

Nearly two-thirds of employers reported that providing clear career progression paths and opportunities for growth helped to increase employee retention. Regular check-ins and personalized discussions with employees can also boost motivation and commitment to the company.

Offering competitive salaries is another effective way to reduce turnover rates. Rewarding employees for their performance with salary increases can also improve motivation. For companies looking to expand globally, creating a comprehensive compensation plan and partnering with an employer of record can simplify the hiring process in different countries and ensure cross-border compliance.

Flexible working arrangements, including asynchronous and remote options, can also help to reduce turnover. 58% of employers reported that offering these options improved morale and reduced turnover rates. In addition, improving internal communication and transparency can foster a positive work environment and help retain employees.


Breaking the High Employee Turnover Cycle with Proven Retention Techniques


The common trend of high employee turnover can be bucked with the right retention strategies in place. Companies that offer competitive salaries, flexible work options, comprehensive benefits, and opportunities for growth and development are more likely to attract and retain top talent. But how can businesses effectively implement these strategies to fit their unique teams?

The answer lies in creating a great employee experience, and that's exactly what TFY offers. As a solution for companies building globally distributed teams, we help employers onboard, pay, and manage top talent around the world, ensuring dependable pay and benefits while providing compliance expertise.

Join the thousands of companies worldwide that have chosen TFY and grow your global team with confidence and security.