Why Personnel Fluctuation Is Good

Even if the headline sounds a little odd, personnel fluctuation is actually good, from many points of view. Before you throw stones at me for making such claims, let’s see the half full part of the glasses – there are many glasses, not just one.

Personnel Fluctuation

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As I have mentioned in a number of occasions, the manager’s role is to deliver expected (or above expected) results and keep his/her team. Let me be clear on that so you won’t start a protest in front of the government just because I seem to enjoy when an employee decides to leave. 

From the team’s point of view, even a promotion of one of the team members is considered a loss – though it may be an opportunity for a newcomer. If your top performers are starting to leave you should seriously ask yourself what can you do to keep the others; while during those times when those who have the lowest performance are leaving, maybe it’s not that bad. 

In places where personnel fluctuation is very low, the resistance to change is very high, especially from the employees with the longest experience in that company. Even though the advantages of having experienced employees cannot be disputed, the risk to limit ourselves becomes significant after a few years. The routine steps in, the initial enthusiasm wears out, and the productivity gets to stagnate in the optimistic scenario while you start noticing only the negative stuff at the office. 

Now, let’s get back to the positive aspects of personnel fluctuation:

  • Can also bring along experience from other “industries”, so you can realize  that “this is how we do things here” is not always the best option;
  • It raises the competition inside the team;
  • New perspectives emerge and people stop being jaded;
  • “Fresh blood” always contributes to the team or even to the company’s ‘health’;
  • Helps you to make a quick “restart”;\
  • It tests the company’s values and culture. 

So we don’t get drunk on cold water and avoid the “I have 100 people lined up for an interview” syndrome, your priority is still to keep all good employees in the company. Nonetheless, if the good ones leave and the worst performers stay, maybe you do exactly the opposite from what is expected from you.

Good luck renewing!

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