How Much is Employee Turnover Costing Your Organization?

Employee Turn OverHave you ever been in a situation where you are continuously hiring people and then they leave your organization after a couple of years? Employee turnover is estimated to cost an organization 5-10 times a person’s salary. Recruiting and training new employees are just a couple of cost incurred when an employee leaves an organization. The challenge in our modern world is twofold: to attract the right type of person and to retain them in order to develop a high-performance culture.

There are numerous reasons why organizations lose employees. Sometimes it’s cultural fit; sometimes it’s changing business requirements, where employees find themselves with more responsibilities. One way to help reduce employee turnover and create a culture of performance is by hiring high-level performers.

High-level performers possess a unique set of attitudes and values that surpass their education and job experience. Here are a few high-level performers’ attitudes and values to look for when hiring.

Efficiency and Effectiveness

High-level performers are always looking for the most efficient and effective way to get things done. I often say to my clients high-level performers are the ones who “created” the acronym KISS (“keep it simple, silly”).

When hiring employees ask them to provide examples of how they completed projects efficiently and effectively.


High-level performers are very decisive in their actions. They will do all the necessary background work to make smart decisions, which allows them to complete their project work, on time and on budget. If you are a project manager looking to hire someone to complete projects in such a manner, interview questions about being decisive are a must.


I often say that learning is the motivational fuel for high-level performers. They are always looking to learn, either formally (pursuing a certification), or informally, through activities such as watching TED Talks videos.

When hiring high-level performers, ask questions about their continuous learning habits, and watch how they respond. Does their face light up when they talk about what they have learned? If so, you know they possess this high-level performance value and attitude.

These are just a few high-level performance attitudes to consider next time you start your hiring.

Turn Your Knowledge into Action

1)      Examine the performance challenges your organization is facing and start listing the performance attitudes and values you need in your employees in order to achieve your organizational goals and objectives.

2)      Create and use a checklist of high-level performance attitudes and values you want to look for when hiring new employees.

All the best in achieving your highest performance.


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