![]() ![]() ![]() We take our cues from others,” explains Will Felps, a management professor at the University of New South Wales in Sydney. “A core idea behind our turnover-contagion research is that people are herd animals. So, especially in today’s uncertain labour market, good managers should be strengthening employee retention and recruitment, to avoid being left captaining a ship without a crew.Īs with so much of human behaviour, turnover is socially influenced. The strength of turnover contagion depends on which employees leave, and the kind of circumstances they leave under. But there’s also a powerful psychological effect of seeing your peers leave, which can motivate you to start wondering if the grass is greener on their side. It can involve multiple employees independently reacting to the same change in personnel in policy (like the fashion subscription company that lost one-third of its stylists after scrapping its flexible-work policy). This type of mass departure – which management experts dub ‘turnover contagion’ – is all too common. ![]() This meant that nearly half the employees had left in the span of a few months. Another colleague left as soon as she had another job lined up. My closest colleague followed suit a week later. Soon after the arrival of her successor – who had a very different style – I resigned as well. ![]() She’d transformed the organisation into a more efficient yet inspiring place to work, and we were all sorry to see her go. When our boss announced abruptly that she was leaving our small non-profit, the meeting room was full of shocked, unhappy expressions. It’s been years since I last quit a job, but I remember it well. ![]()
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