Voluntary turnover occurs when employees choose to resign from their positions, often due to better job opportunities, changes in life circumstances, or relocation. Employers try to discourage valued employees from leaving by offering incentives or virtual office options.
Voluntary turnover describes the amount of employee turnover due to employees’ decisions to resign from their positions and voluntarily leave their employers. This is in contrast to involuntary turnover, which is turnover that occurs without the employee’s consent. Typically, voluntary turnover focuses primarily on situations where employees choose to resign for various causes, rather than being resolved at an employer’s discretion.
There are several reasons why voluntary turnover can occur. One of the most common reasons is that employees find positions with different employers that offer more in the way of wages, salaries or benefits. In this scenario, the employee resigns to the current employer, often providing whatever notice is customary in the culture in which the company is located. The employer then has the option to either release the employee immediately or allow the employee to work out the terms of that notice.
Another common reason for voluntary turnover involves changes in employees’ life circumstances. For example, an employee may choose to start a family and prefer to spend more time raising children. In this case, the employee may choose to step down from full-time employment for the first few years after the birth of the children, leaving options open to start a home business or secure a part-time position with another company at a later date. moment.
Relocation is another reason for voluntary turnover. Spouses and partners may choose to resign their jobs to move in with a loved one who is assigned to a new area for their work. Other times, employees may choose to relocate to take advantage of educational opportunities or weather conditions that are more conducive to managing a health concern.
While there are a number of reasons for voluntary turnover, employers typically try to discourage valued employees from leaving positions if possible. In some cases, this may mean offering additional pay or benefit incentives to stay with the company. Other times, it may be possible to structure a way for the employee to manage their responsibilities through a virtual office environment regardless of the employee’s geographic location. When these solutions are achievable, the employer saves time and money spent locating, recruiting and training qualified candidates to replace those who have voluntarily chosen to leave their jobs.
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