There are topics that people like to ignore until they get loud. Turnover is definitely one of them. A few facts help to better classify the phenomenon.

1. Turnover is the largest hidden cost factor.

Many companies "lose" six-figure sums annually without these costs ever appearing as a budget item. They arise quietly, distributed over months, and usually remain invisible.

2. Every resignation costs 6 to 24 monthly salaries.

And no, that is not a typo. The most expensive part is not recruiting or advertisements, but performance drops, loss of knowledge, extra burden on the team, and long ramp-up phases for successors.

3. Early turnover is the most expensive type of resignation.

If employees leave within the first few months, the entire investment is practically written off: recruiting, onboarding, the time of managers and colleagues. Many companies lose hundreds of thousands here unnoticed every year.

4. People do not leave companies, they leave managers.

Resignations happen when motives, needs, and expectations remain unheard over the long term. It is the daily disappointments that add up until someone is certain they are in the wrong place.

5. Recruiting does not replace retention.

No amount of talent acquisition will help if the culture does not hold up. Without retention, every successful recruitment is like pouring water into a leaky barrel.

6. Lack of fit costs more than missing skills.

Technical skills can be learned. Cultural or value-based mismatches, on the other hand, lead to friction, conflicts, and departures, and are among the most underestimated drivers of turnover.

7. Every decision to leave starts months in advance.

Resignations are rarely surprises – at least not for those affected. They are processes that announce themselves and could be measured early on if companies looked closer.

8. Turnover sets a spiral in motion.

If one person drops out, the burden increases for everyone else: extra work. Uncertainty. Stress. Frustration. Service quality drops, the mood sours, and suddenly the next person quits. And then another...

9. Turnover is not a law of nature.

The majority of all reasons for resignation can be influenced: leadership, fit, culture, expectations, job design. Companies that actively manage these areas demonstrably reduce departures by 20-40%.

10. There is no shortcut.

Stable teams are built through continuous work on relationships, expectations, and cooperation. Short-term measures help selectively, but true retention is built over time, clarity, and genuine attention.

Ultimately, it is not about "preventing" resignations, but about creating an environment where people want to stay. Those who consciously manage their culture and leadership – in a human-centric and data-driven way – sustainably build loyalty, performance, and stability. The PERSENTIS tools are designed for this kind of modern leadership.

📊 With the PERSENTIS turnover calculator you can calculate your turnover rate and see at a glance how you compare to the industry average!