When this employee retention consultant looks at an organization’s turnover, I like to break down the data. I don’t just like to look at the overall turnover. I like to look at the turnover by department, by shift, by the leaders involved, etc. This avoids having problem areas camouflaged by areas that are doing well. To me, this is pretty simple and logical stuff. So why don’t organizations do it?
Read more on page 59 of SlingMakers Magazine.