This document discusses voluntary turnover in the workplace. Voluntary turnover occurs when an employee chooses to leave an organization. While it can have negative impacts like losing productivity and institutional knowledge, it can also have positive impacts by bringing in new ideas and enthusiasm. The document then examines turnover at three companies - PwC, Target, and an unknown organization. It analyzes different retention strategies used by these companies, such as competitive pay, flexible hours, learning opportunities, and relationship building. Finally, it recommends that organizations focus on career development, feedback, approachable management, training, compensation, and addressing employee needs to help reduce voluntary turnover.

1. Voluntary Turnover
Sara Alsamrae, Geet Shahi, Meng Yuan
Devon Bigham, Nathan Croswell, Hari Menon

2. Outline
 Why is Voluntary Turnover important in the workplace?
 How relevant is it in the workplace?
 What are some retention strategies involved?
 PWC, Target, Unknown
 Literature review
 Discussion and recommendations.

3. Voluntary Turnover
 Defined: An employee who chooses to leave an
organization.
 Voluntary Turnover is important because it can lead to
both positive and negative effects on an organization.
 Goal is to keep good employees and weed out the bad
ones

4. Positives and Negatives
 Positive:
 New Blood into the company which generate new ideas.
 Enthusiastic and positive attitude leading to a revival of the
workplace.
 Negative:
 A void that needs to be filled, which has money and time
time obligations.
 Difficult for remaining staff, as they have to adapt to a new
individual. Includes more patience for all staff.
 Will take time for person to get to the desired level of
productivity.

5. Turnover in Today’s Workplace
 PWC an accounting firm has a high amount of turnover
of students graduating from their firm with a CPA
designation
 Target in Sunridge Mall has reduced hours for employees
which has caused unsatisfied employees looking for
alternative employment.
 Unknown organization sees an average of around 15%
turnover. This is believed to be from undesirable working
hours and difficulty with other staff.

6. Retention Strategies
 PWC offers competitive wages and incentive programs
which include year end bonuses and referral bonuses.
 Staff are encouraged to build relationships with other
employees through staff gatherings and parties, which helps
retention.
 Target has implemented flexible working hours, in which
staff choose when they would like to work. Shift trading
among staff.
 Other retention strategies include in store discounts for
employees as well as recognition for hard work and an open
door policy.

7. Retention Strategies
 Company Unknown encourages staff with continual
learning so staff can increase their skill and knowledge in
their field
 Encourage staff gatherings through potlucks and parties.

8. Literature Review
 Important to note, Voluntary Turnover is not always a bad
thing. Sometimes employees are just not a good fit and it
is in the best interest for both parties to part.
 3 Biggest factors in job dissatisfaction:
 Burnout
 Lack of engagement
 Lack of confidence in management

9. Burnout & Lack of Engagement
 Correlated to stress and fatigue
 Lack of resilience and lack of support from management.
 Most people have been found to feel more engaged in
their work if they opportunities for learning and skill
development along with a chance to work in a team
environment.
 Promotes job autonomy, and encourages staff to work
together.

10. Lack of Confidence in Management
 The single largest factor in employee retention seems to
stem from trust and confidence in management.
 People are more likely to stay with a company if they
respect and want to work for their boss.
 Promoting ongoing training and learning is a huge factor
in job satisfaction because to challenges employees to
hone their skills.
 Concern for employees’ well-being (work life balance).
 Can lead to employees feeling supported by their
employers.

11. Discussion
 Every company should expect to have a certain level of
voluntary turnover.
 Actions of managers will significantly impact one’s desire to
stay with an organization
 Important step in the hiring process is, to make sure that you
hire the best person possible so that your time and money
are used most effectively.
 Keep employees happy!
 Learning opportunities
 Team environments
 Fair compensation for efforts, along with incentives

12. Recommendations
 Provide employees with a career path, by promoting
employees from within.
 Encourage hard work and accountability.
 Provide regular feedback
 Have approachable management staff with open door
polices and encourage employee manager relations.
 Have training available to managers as well, to foster continual
learning and growth.
 Organizations need to pay more attention to their
employees’ needs.
 Compensate fairly + Benefits

13. Conclusion
 Management training should be encouraged more in
organizations to keep managers engaged, productive
and empowered.
 Staff are driven by a trusted and supportive
management team, this not only increase retention but
also the productivity of employees.

14. Questions?