In a previous post, we discussed the challenges that come with employee turnover and that those challenges aren’t limited to top-level executives. At any level, employee turnover means losing someone with institutional knowledge, the potential to sidetrack or at least impede progress on ongoing projects, and forcing employers to spend months onboarding replacements.
That challenge is magnified by the high levels of turnover in the United States. According to the Bureau of Labor Statistics, the turnover rate across a wide range of industries in the private sector was over 47.4% annually in 2017.
