A while back, my group had about half dozen
excellent members in a new equipment and
product development project. One day a key
member came to me and said he was leaving for
We transferred his knowledge and backfilled
quickly. The experience of elective turnover
has stuck with me.
We all need to realize with the evolution of the
economy and business, turnover is likely to
increase since business “feels” less secure.
As more employees “head to the exits” it has
a triple wammy effect– remaining employees
need to divide and pick up roles, goal deadlines
might have to be re-evaluated creating frustration
and dissatisfaction and the promise of the
business and the business model may be put
into question. It may drive remaining employees
to thinking about leaving themselves.
While we read and hear about people being the
most important asset at a firm, turnover is a fact.
How people are treated at every phase of the
employment and business cycle reveals much.
People are more than “human capital”. Capital
traditionally decreases in value with time, while
people who are well managed and cared for
increase in value in many ways.
Good companies will recognize some will
unfortunately not keep up with skills and develop.
Good companies will also communicate, reward,
connect and effectively manage good employees
and attract those who are dissatisfied with their
These transitional employees need to look closely
with current employees to see if they feel as a
replaceable asset or as a human who is employed
productively and has his wants, needs and