Is there a wind of change blowing a little too strongly through your teams? Staff turnover is much more than just an HR figure; it is a barometer of the atmosphere within a company.
Behind a sky that is clouding over too quickly, there may be superficial values, a lack of clear career prospects, insufficient recognition, stagnant salaries, or even a toxic work environment. External factors related to the industry or economic context must also be taken into account.
Be careful as staff turnover can call the shots… Given the significant costs associated with departures, the loss of strategic skills, collective demotivation, and a significant drop in productivity, the consequences can be particularly severe for the company, both economically and socially.
In France, the average turnover rate across all sectors is around 15%*, which is close to the warning threshold.
What can be done to bring back the sunshine? Regularly assess the atmosphere through professional interviews, offer real opportunities for advancement through targeted training, and promote a better work-life balance.
In short, make concrete improvements to quality of life at work (“QVT” in French).
A “QVT” approach is not incompatible with protecting the company’s interests in the event of an employee leaving, through non-competition clauses, training repayment clauses, post-contractual loyalty and confidentiality obligations…and of course notice periods.
ærige assists you in establishing a climate of trust,
from the beginning to the end of the working relationship.
