Less employee turnover:
with a healthy culture

Employee turnover tells us how many employees leave a company and are replaced by new hires. Basically, it’s the revolving door of the corporate world.

But employee turnover is more than just a number. It’s a reflection of the company’s culture. High turnover can signal dissatisfaction, disengagement, or misalignment with the company’s values. On the flip side, low turnover often indicates a thriving, engaged workforce. So how do you battle high employee turnover? We have some ideas.

Employee turnover: the Great Resignation & quiet quitting

The great resignation and quiet quitting were phenomena organizations had to deal with in the last years.

The great resignation was almost like a mass exodus from the 9-to-5 grind. Many people left their jobs looking for more fulfilling opportunities. Better jobs. In the US alone, 47 million people quit in 2021, and 50 million more in 2022. It’s a wake-up call for organizations to rethink their work culture, employee benefits, and overall job satisfaction. It’s time to level up or risk being left behind.

Quiet quitting is a phenomenon where employees disengage from their roles while still technically fulfilling their responsibilities. It’s a subtle form of withdrawal, where overtime and extra work are no longer taken for granted. Often, it’s a silent SOS signal that something’s not right in the workplace.

Quiet quitting is not technically employee turnover, as people don’t actually leave their jobs. Yet. One could easily argue that quiet quitting is just a prequel to resignation.

The great resignation, however, led to huge employee turnover.

Even though the big reshuffle — another word used for great resignation — seems to be behind us, it is a clear sign that the culture in an organization is not great. After all: if it was, there’d be no need to look for greener pastures.

At Corporate Rebels, we believe that a positive and engaging work environment is not just good for employees, but also for the organizations they work for.

That’s why we believe that high turnover is typically a symptom of deeper issues within the workplace. Our focus is on creating workplaces where employees feel valued, engaged, and excited to contribute.

Workplace revolution: how we see employee turnover

At Corporate Rebels, we believe that a positive and engaging work environment is not just good for employees, but also for the organizations they work for.

That’s why we believe that high turnover is typically a symptom of deeper issues within the workplace. Our focus is on creating workplaces where employees feel valued, engaged, and excited to contribute.

Here's how we like to do that:

• Promoting open communication

We encourage workplaces to foster an environment of transparency and open dialogue. This helps employees feel heard and understood and boosts engagement. There’s no knowledge-hoarding (or at least less), and everyone shares the same tools and mission.

• Healthy work-life balance

Overworked employees are more likely to leave, so a good balance retains talent.

• Build trust

A culture of trust and autonomy is the corporate holy grail (if you ask us, at least). When employees feel trusted and have a sense of control over their work, they are more likely to be happy. Happy people are less likely to leave.

• Creating a network of teams

One way to build a strong team is to shift from hierarchical structures to a network of teams. Cut out middle management. Autonomy and accountability give purpose, on all levels.

Through our blog, we share insights and case studies from companies that have successfully implemented these strategies. We believe that by learning from these pioneers, other organizations can also transform their workplaces and reduce turnover.

For a more comprehensive approach to reducing employee turnover and building a thriving workforce, we have created great courses supported by a motivated community. Together, we can create a workplace where everyone wins. 

Quick wins in employee turnover

We have touched on our views on employee turnover and how to prevent it. This seems like a big task, but it doesn’t have to be. Here are some quick wins.

Hiring process

Start from the beginning, with recruitment. When hiring, go with candidates who align with your company’s values and culture. A match in purpose is invaluable.

Clear job expectations

Providing clear job expectations can help team members to understand their roles and responsibilities. Set goals and KPI’s, preferably on a professional and personal level. Clarity helps everyone. It boosts commitment and engagement. Those are arguably the opposites of turnover.

Open communication

Transparency is key. Encourage a culture where everybody feels heard. Regular check-ins, good feedback, and transparency on all levels can foster this environment.

Recognition and reward

Recognizing employees' efforts boosts morale and job satisfaction, which leads to lower turnover. This doesn't always mean monetary rewards, although that too. Autonomy, unlimited holidays, or even a show of appreciation can do the trick.

Work-life balance

Burnout is real, and it's a common reason employees leave. Promoting a healthy work-life balance is crucial. This could mean flexible hours, remote work options, or simply respecting boundaries and personal time.

Career development

Personal growth is essential on a human level. Providing opportunities for development makes employees feel valued and less likely to leave. Mostly look at career progression, but training or courses also contribute.

Regular feedback

Commit to open, honest, frequent, and transparent feedback. This helps team members grow, within their job, the organization, and personal. Preferably make it a two-way street, where management also benefits.

High employee turnover is a b*tch. It’s lower in flatter organizations, with higher autonomy and less micromanagement. Get inspiration from our pioneers. Or sign up for our courses, and transform the way your organization works. You won’t regret it.