WorkLore

So no, it’s not actually a myth. But it is definitely sometimes a mask and an excuse. 

Almost every time there is news about employee turnover, there is someone who laments the costs of turnover which is then countered by someone saying “but… healthy turnover is a good thing!”

As if just the numbers told the whole story. 

What’s behind those numbers is what really matters. 

Turnover is healthy when: 

• People leave to pursue better opportunities that weren’t available to them in your organization
• People leave to better pursue their passion project or to focus on care for family or other life reasons
• People leave when they realize that they aren’t well aligned to the organization’s culture or goals (again, usually to find an opportunity they are better suited to). 

Turnover is not healthy when it is used as an excuse for losing people who you should not be losing. 

That’s where I resist the narrative that turnover is healthy. Because it is most often used to mask or explain away a turnover problem where you are losing too many people or losing the wrong ones. 

Mercer reports that in Canada, the average turnover rate is 10% with many roles and industries having a lower average. A benchmark of 10% or fewer is also what you will find promoted by most HR practitioners. 

So, what’s your average? 

And are you turning over the right people for the right reasons?