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High staff turnover happens when many employees leave a company on a regular basis. Understanding the main causes helps businesses fix problems and keep their workers longer

Common causes of high staff turnover

Poor recruitment and induction

Hiring the wrong people or not giving new employees a good introduction to the company can lead to early resignations. A clear recruitment process and effective onboarding help new staff feel welcome and give them a clear understanding of their job role. See advertising a job and interviewing candidates, and advantages of job inductions.

Low or uncompetitive pay

While pay is not the only reason people leave, low wages often push employees to look for better-paid jobs. Offering fair and competitive salaries helps keep staff longer. See set the right pay rates.

Toxic workplace culture

A negative or toxic working environment makes employees unhappy. Lack of respect, poor communication, and no sense of belonging cause people to quit. A positive, 91Ï㽶»ÆÉ«ÊÓƵive culture improves job satisfaction and loyalty. See business values.

Overworked staff

Employees who feel overwhelmed with too much work or pressure often leave. Balancing workload and caring for employees’ mental wellbeing reduces burnout and turnover. See 91Ï㽶»ÆÉ«ÊÓƵ employee work-life balance.

Lack of career growth and development

If employees see no chance to learn new skills, get promoted, or develop professionally, they may leave for better opportunities. Providing training and clear career paths helps retain staff. See staff training and use mentoring to improve staff performance.

Poor staff engagement

When employees feel ignored or undervalued, they lose motivation. Encouraging feedback, involving staff in decisions, and recognising their contributions increase engagement and reduce turnover. See employee engagement.

Unsuitable work location and environment

A workplace that is uncomfortable, unsafe, or inflexible can cause staff to leave. Providing a good physical environment and offering flexible or hybrid working options can improve retention. See hybrid working: employer guidance.

Weak performance management and grievance handling

Not giving regular feedback or ignoring employee complaints causes frustration. Clear performance reviews and fair grievance procedures help employees feel 91Ï㽶»ÆÉ«ÊÓƵed. See agreeing performance objectives with staff and handling grievances.

Mismatched job roles

If employees’ skills and interests don’t fit their jobs, they may leave. Matching people to the right roles and providing mentoring improves job satisfaction. See write a job description and person specification.

High staff turnover usually results from a mix of poor hiring, low pay, bad culture, burnout, lack of career growth, and weak engagement. Fixing these areas with effective recruitment practices, fair pay, positive culture, 91Ï㽶»ÆÉ«ÊÓƵ, and development opportunities helps keep employees longer and improves business success.