Employee turnover: features and perspectives

Abstract

Purpose This viewpoint provides the individual manager or supervisor with foundational information in order to better grasp the critical aspects of employee interest in leaving or staying on the job, and some suggestions for influencing talented employees to stay with the organization. Design/methodology/approach Design involves two distinct features. First, a comprehensive review of empirical research on the topics of turnover and turnover intention helps to identify and then summarize the most agreed-upon characteristics that define employee turnover. Second, relying upon published reports and empirical research the intention is to identify those interventions a manager or supervisor may undertake to counter turnover among valued employees. Findings The reviews undertaken led to several motivators or stimuli that encouraged an employee to leave or stay with an organization. It was discovered that turnover is much more complex than matters relating to job satisfaction, compensation, or an undesirable boss. The various motivators for leaving or staying present several opportunities for managerial intervention aimed at retaining talented employees. Originality/value The value of this viewpoint is the concise presentation of the critical aspects of a work environment that influence an employee to stay or leave an organization. These aspects are expressed such that a manager or supervisor is guided about actions to take to enhance the retention of desirable employees.