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The higher turnover rate, in a department compared to others can be linked to reasons. One significant factor is management, which often leads to turnover

The higher turnover rate, in a department compared to others can be linked to reasons. One significant factor is management, which often leads to turnover by not providing enough support and opportunities for employee growth (Clark, 2023). Furthermore the lack of chances for career advancement can demotivate employees, especially when there are no paths for progression or skill development opportunities for advancing in their careers (Clark, 2023).

Additionally, inadequate compensation also contributes significantly. Employees may choose to leave if they feel their pay does not align with market standards for their skills or if the benefits offered are lacking (Rocha, 2024). These factors underscore the importance of companies investing in training for managers career paths, competitive pay structures and comprehensive benefits packages to address turnover rates.

Addressing these issues involves assessing management strategies and employee engagement levels within the department comparing compensation packages, with industry norms and evaluating the availability and quality of development opportunities provided to employees.

References:

Clark, D. (Apr 17, 2024). Top 3 factors fuelingvoluntary turnover. LinkedIn.

https://www.linkedin.com/pulse/top-3-factors-fueling-voluntary-turnover-david-clark-msc-aab3e

Garcia-Rocha, J. (Jan 9, 2024). Introduction to navigating the 2024 employee turnover landscape. LinkedIn.

https://www.linkedin.com/pulse/introduction-navigating-2024-employee-turnover-from-garcia-rocha-b0tcc

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