What can be a consequence of high employee turnover for organizations?

High employee turnover can lead to higher costs associated with recruitment and training, which is a significant consequence for organizations. When employees leave the organization, it often necessitates a comprehensive hiring process to fill those vacancies. This process can include expenses related to advertising job openings, screening candidates, conducting interviews, and ultimately onboarding new employees. The costs don't stop there; new hires require training and time to acclimate to the organizational culture and their roles, which can temporarily reduce productivity.

In addition to the direct financial costs, the turnover can also disrupt workflows and lead to a loss of institutional knowledge that experienced employees possess. Maintaining stability within the workforce is essential; therefore, organizations that face high turnover may find it challenging to achieve long-term goals and maintain a competitive edge in their industry.