Motives of staff turnover

Despite the broad labour market, insight into staff turnover essential. The damage caused by undesired staff turnover leads, in the most ideal case, to short-term costs. These can amount to thousands of euros per case (Zeynep & Huckman, 2008). These include loss of productivity, advertising and recruitment costs.

Insight into the motives of at least undesirable staff turnover is therefore important. Presearch therefore offers a modern and unique method with which organisations can extract data from Exit questionnaires to concrete reasons for leaving and points for improvement. This method thus contributes directly to achieving Evidence-based (HR) management.

In this weekly blog, we try to contribute to a greater understanding of staff turnover and achieving evidence-based HR. The database compiled to date by Presearch now contains more than 1,000 respondents from various organisations. It therefore seems more than useful to conduct a short study and share this knowledge with HR officers, managers and board members.

Explanation Data Collection

The questionnaire reliably and validatedly measures the components that make up overall Connection and Satisfaction within organisations and has a longitudinal character. These components include the four A's (work content, conditions, employment relationships and conditions). The data was collected over three years in a similar manner within different Dutch organisations.

Below is an overview of which parts will be discussed in the coming weeks:

Week 16: Influence of Labour content
Week 17: The role of sex
Week 18: Impact of working conditions
Week 19: The Role of Generations (age)
Week 20: Impact of industrial relations
Week 21: The role of executives
Week 22: Impact of working conditions
Week 23: The role of service years
Week 24: Main motives at a glance
Week 25: Conclusion

If you have any questions regarding the content of the study or the Presearch method, please contact us. Contact with us at or 020-7893277.

07 April 2014

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