The turnover rate measures the share of leavers within the average workforce per year. A moderate level – typically between five and ten percent – is considered healthy; very low rates can indicate stagnation, very high rates can signal problems.
Causes are diverse: better offers elsewhere, dissatisfaction with leadership or culture, lack of development opportunities, personal changes, health pressures, retirement. Turnover costs are high – estimates range from half to a full annual salary per departure once recruiting, onboarding and productivity loss are factored in.
For candidates, turnover is indirectly visible through employer review platforms or media reports. In interviews, asking about average tenure in the team and role is worthwhile.
Lunigi views turnover neutrally – every move is an opportunity for the candidate, a chance to accept curated roles without panicked searching.