Which of the costs and benefits of voluntary turnover are most likely to vary according to type of job?
In general, the more skills and responsibility associated with a position, the greater the costs of employee turnover. If a part-time employee who stocks shelves, bags groceries or cleans floors leaves, it is easy to find and train a replacement. If a CEO or network manager leaves, the process of hiring and bringing the new employee up to speed is more prolonged and expensive. In the case of mission critical employees, including executives, skilled scientists or engineers, and high level B2B sales staff, staff turnover may have a negative impact on stock prices and other aspects of the business. When an unskilled employee with high wages due to seniority or an unproductive employee leaves, there is a long-term positive effect on the bottom line.