# Employee Turnover By:: [[Ross Jackson]] 2023-04-27 A common issue in organizational management is employee turnover. There are certainly interesting aspects associated with employee turnover. Why do people leave? Why do people stay? There is a potential issue in which those whom one wishes would stay, leave, and those whom one wishes would leave, stay. Of course, that is too simplistic to be universally true. There is, however, sufficient truth in the statement to examine it more closely. Frequently, those who stay have no better offers and those who leave do. Talent tends to move to where it is valued. If an organization wants to keep its best people, it needs to find a way to show they are valued. This does not necessarily mean paying them more. It could mean that, but there are alternative ways to communicate value. Autonomy and respect are low-cost ways to improve a person’s work experience. Letting people work on what they think is important, how they think it should be done, and when and where they choose goes a long way. Listening to the insights they share and then doing something consistent with that information does as well. Traditional management generates traditional problems. Employee turnover is one of the classics. If an organization doesn’t truly value its best employees, those individuals will find or create an organization that does. The world is filled with complex problems. This isn’t one of them. #### Related Items [[Work]] [[Value]] [[Talent]] [[Management]] [[Problem Solving]]