Although certain levels of attrition are regarded as healthy for an organisation to feed innovation and fresh thinking, conversely high attrition will affect customer service and profit margins as outlined in the 2008 Harvard Business Review “Managing the Impact of Employee Turnover on Performance”. 

Regrettable or unwanted attrition can be reduced in the recruitment process through the alignment of the assessment and selection criteria to the skills, behaviours competencies and capability needed within the role requirements, underpinned by a standardisation of the recruitment process. Hiring to “what good looks like” to enable future organisational performance and productivity.

The recruitment process is one part of the puzzle, onboarding, training and how we define career pathways all have a significant impact. Further insight into how stability around shift patterns enables retention and drives sales growth is outlined by the Harvard Business Review and provides food for thought in not only retail but also Health Care.