employee turnover

USAGE SUMMARY

"employee turnover" is correct and usable in written English.
You can use it to refer to the rate at which employees leave an organization and new ones are hired to replace them. For example, "The company's high rate of employee turnover suggests that their work environment is less than ideal."

✓ Grammatically correct

News & Media

Science

Formal & Business

Human-verified examples from authoritative sources

Exact Expressions

60 human-written examples

Employee turnover is increasing.

Independent

How is employee turnover?

The New York Times

Employee turnover is high.

The New York Times

I don't want employee turnover.

The New York Times

Employee turnover is expensive.

Harvard Business Review

When does employee turnover matter?

Cornell University

What is our employee turnover?

Harvard Business Review

Employee turnover was about 100percentt.

The New York Times

Not surprisingly, employee turnover is low.

Harvard Business Review

"Our employee turnover rate is 30%", comes the proud response.

The Guardian

Mr. Silverstein discounted the effect of employee turnover.

The New York Times

Expert writing Tips

Best practice

Use "employee turnover" in conjunction with data (e.g., rate or percentage) to give the reader a clear sense of the scope and potential impact on the organization.

Common error

Don't use "employee turnover" vaguely. Instead of saying "Turnover is bad", quantify it: "A 30% employee turnover rate indicates serious issues with employee satisfaction."

Linguistic Context

The phrase "employee turnover" functions primarily as a noun phrase. It acts as a subject or object in a sentence, referring to the rate at which employees leave and are replaced within an organization. As Ludwig AI confirms, it's grammatically correct and widely used.

Expression frequency: Very common

Frequent in

News & Media

38%

Formal & Business

22%

Science

20%

Less common in

Academia

20%

Ludwig's WRAP-UP

In summary, "employee turnover" is a grammatically sound and very common noun phrase used to describe the rate at which employees leave an organization. Ludwig AI validates its correctness and widespread use. It's primarily found in news, business, and scientific contexts, indicating a neutral to professional register. High "employee turnover" often signals underlying issues within a company, such as low employee satisfaction or poor management practices. Strategies to mitigate turnover include improving compensation, providing growth opportunities, and fostering a positive work environment. When writing about "employee turnover", it is best practice to use numbers (e.g., annual rate) and to be specific rather than vague.

More alternative expressions

Phrases that express similar concepts, ordered by semantic similarity:

staff attrition rate

Focuses specifically on the rate at which employees leave, similar to turnover but emphasizes loss.

workforce instability

Highlights the lack of stability in the workforce due to frequent changes.

personnel departures

Formally describes employees leaving the organization.

labor force fluctuation

Emphasizes the changing nature of the labor force within a company.

employee resignation rate

Specifically refers to the rate at which employees voluntarily resign.

staff replacement needs

Focuses on the need to replace staff who have left, shifting the emphasis.

high churn rate

Refers to a high rate of employees leaving, often used in tech or subscription-based businesses.

loss of human capital

Emphasizes the loss of skills and experience when employees leave.

employment separation rate

A broader term encompassing all reasons for employee separation, not just quitting.

staff turnover issues

Focuses on the problems and challenges associated with frequent staff changes.

FAQs

How can I accurately calculate "employee turnover" for my company?

Calculate "employee turnover" by dividing the number of employees who left during a period (e.g., a year) by the average number of employees during that same period, and then multiplying by 100 to get a percentage.

What are some common causes of high "employee turnover"?

Common causes include low pay, lack of opportunities for advancement, poor management, stressful work environment, and inadequate work-life balance.

What are some strategies to reduce "employee turnover"?

Strategies include improving compensation and benefits, providing career development opportunities, fostering a positive work environment, offering flexible work arrangements, and improving communication and feedback.

What's the financial impact of high "employee turnover" on a company?

High "employee turnover" can lead to significant costs, including recruitment and training expenses, lost productivity, decreased employee morale, and potential damage to the company's reputation. Addressing the root causes of turnover can significantly reduce these costs.