• Recruitment costs: Advertising, interviews, and onboarding a replacement can cost thousands of dollars.
• Training and onboarding time: New recruits need time to reach their full productivity, often several months.
• Loss of productivity: Employee departures lead to disruptions in processes, knowledge, and team cohesion.
• Hidden costs: Overtime for remaining staff, temporary hires, and the risk of errors due to staff shortages.
Example: Replacing a mid-level employee can cost up to 150% of their annual salary.
• Departing employees take with them years of experience, context, and relationships.
• Knowledge transfer is often rushed or incomplete.
• Critical insights into systems, clients, or internal processes may be lost permanently.
• Frequent departures can create a sense of instability or distrust.
• Remaining employees may feel overburdened or anxious about their own future.
• High turnover can damage team cohesion and employee engagement.
• Word spreads—especially in tight-knit industries or regions.
• Negative Glassdoor reviews or LinkedIn posts can deter top talent.
• Clients may perceive instability and question reliability.
• Every departure is a chance to learn: Why did they leave? What could have been done differently?
• Without structured exit interviews, organizations miss patterns and root causes.
• Ignoring feedback can lead to repeated mistakes and systemic issues.
• Departures can derail long-term projects or strategic initiatives.
• Leadership turnover can shift priorities and unsettle teams.
• Succession planning becomes reactive instead of proactive.
We use cookies to analyze website traffic and optimize your website experience. By accepting our use of cookies, your data will be aggregated with all other user data.