This document discusses turnover of female managers. It begins by defining employee turnover and methods for calculating it. It then classifies turnover as either functional or dysfunctional, avoidable or unavoidable, and voluntary versus non-voluntary. The document outlines some negative consequences like recruitment costs and positive consequences like increased performance. It lists some common reasons for employee turnover like lack of flexibility, appreciation, and challenges. Finally, it discusses factors affecting turnover such as training, compensation, and manager quality.

1. Turnover of Female
Managers
Prepared By: Faizal Antanat Shamila

2. Contents
• Introduction
• Classification of Turnover
• Consequences of Turnover
• Reason for Turnover
• Factors affecting turn over

3. Introduction
• Employee Turnover is the movement of members across the boundary
of an organization.”
• Turnover = Number of staff leaving per year x 100 / average number
of staff

4. Classification of Turnover
01.Functional vs Dysfunctional Turnover
• Functional turnover doesn’t hurt the company. Employees who elect to leave
their jobs might be part-time employees without unique skills, or they’re
simply not top performers. The loss of their talents doesn’t prevent work from
getting done effectively.
• Dysfunctional turnover does hurt the company. The costs exceed any potential
benefits. Some employees who are leaving might be top performers whose
work has proved to have a direct impact on profitability. Others might have
unique skills that are hard to come by, making it difficult – and costly – to
recruit and hire replacements. Losing too many minority group members can
affect the diversity of a company’s workforce. When a company loses too
many employees that fit any of these scenarios, the costs associated with
replacing them combine with other costs, such as those associated with quality
problems and customer complaints.

5. 02. Avoidable or Unavoidable
Dysfunctional turnover can be avoidable or unavoidable. The turnover
might be unavoidable if it is caused by employees leaving to address
family or health issues, to move to new locations, to go to school full-
time, or for other reasons over which the company has no control. The
turnover is avoidable when the company does have control – employees
choose to leave because the company is not satisfying their job or career
needs. Examples of avoidable turnover might include poor pay scales or
the lack of opportunities to advance.
03.Voluntary Turnover vs Non voluntary Turnover
If Turnover initiated by employees, it is called as voluntary turnover
If turnover initiated by the organization (often among people who would
prefer to stay) it is called as non voluntary turnover

6. Consequences of Turnover
Negative Consequences
Recruitment and Selection costs
Training and Development Costs
Operational Disruption
Positive Consequences
Increased Performance
Reduction of entrenched conflict
Increased mobility and morale
Innovation and adaptation

7. Reasons why an employee leaves an organization
 Monetary factors
 Lack of good working condition
 No flexible work schedules
 Lack of respect
 Very few supportive colleagues
 Organization is more concern toward business
 Increase in favoritisms
 Employee needs pride in where they work & what they do
 Lack of appreciation
 Lack of challenges in job
 The job or workplace was not as expected
 Mismatch between job and person
 Too little coaching and feedback
 Lack of support
 Stress from overwork and work-life imbalance
 Loss of trust and confidence in senior leaders
 Less frequency in giving rewards.

8. FACTORS AFFECTING EMPLOYEE TURNOVER
Training & Development
Performance Management
Job Fit
Manager Quality
Candidate Behaviors
Candidate Skills
Compensation
Employment Brand

9. THANK YOU