It is, and has long been, an employee’s right to end their employment subject to the correct contractual procedures being followed. While many staff are important to a company’s success, and many have regarded themselves as indispensible in the past, it is not often, if ever, the case that an established company ceases to function after the resignation of one employee. A recent survey showed the rates of worker turnover for United Kingdom businesses in 2008 and it has produced some interesting points for discussion.

The general rate of worker turnover in the United Kingdom in 2008 was 15.7%. The figure is calculated as the number of staff who left a company during the year as a percentage of the total workforce number during the year. As an example, if a company had an average workforce of 100 throughout 2008, then it might have expected, on average, over fifteen employees to resign from the company during the year. This may seem quite a high percentage but 2008 was a time of recession and the data is affected by redundancies and reductions in workforce sizes. Redundancies obviously add to the numbers of staff leaving but when they and other leavers are not replaced then the average workforce size is less and this inflates the percentage figure obtained using the formula described above. The extent of these two topics on the overall results becomes obvious when one looks further into the survey results – twenty six per cent of businesses in the United Kingdom made 10 or more staff redundant in 2008 and 30 per cent implemented a block on recruitment.

The impact of staff moving on] varies according to the availability of good quality replacements in the local area and the survey supports this point by revealing that turnover rates are highest where unemployment is low and it is not difficult for staff to obtain alternative employment. The value of the staff who leave is obviously a major issue, particularly if they go to work for a direct competitor or if they were in customer contact or Online Jobs and have become particularly popular with clients. In contrast, the company can benefit if a substandard employee opts to leave and is superceded by someone who can extract increased Internet Business from the role.

Flexible working has been used as a way of managing potential staff difficulties since its official introduction in 2002. Allowing staff to work part-time, job-share or, if their jobs are suitable for it, to Work From Home, has enabled businesses to hang on to some staff who might otherwise have had to given up their jobs if they underwent changes in their personal circumstances, such as a need to care for children or other dependents. Through the use of cutting-edge communication technology a lot ofroles can be converted to Online Jobs. Indeed, a modern Internet Business probably insists that its staff Work From Home as it will have been established to make full use of the latest communication technology and will be making cost savings in office space.

Companies can help themselves to reduce the impact of worker turnover by making certain that their recruitment techniques are efficient enough to ensure that new staff will fit into the company well. Care must be taken to avoid the possible situation where staff decide to leave within weeks of being employed due to employers issuing inaccurate job specifications to applicants or implementing poor induction programmes for successful candidates.

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This entry was posted on Friday, June 25th, 2010 at 12:01 pm and is filed under Business and Management. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.