|
Abstract:
With no exception to any one country, attrition and turnover are found everywhere throughout the globe. Attrition and turnover are relatively clear cut act of behavior that have potential critical consequences on the organization at large as it is costly and it disrupts employees (Carmara, 2010). It is therefore indisputable that attrition and turnover have detriment effects on organizational performance. Attrition and turnover have been investigated in a relatively large number studies but still a concern to many organizations. Negative consequences arise when high performing employees leave organizations and it becomes difficult to replace them. This study used primary and secondary sources of data to shed the light on the impact of attrition and turnover on organizational performance. The study covered thirty seven companies, both public and private companies with employee size of fifty to ninety nine as well as thirty seven employees working in such companies in Gaborone. The findings of the study revealed that causes of attrition and turnover are diverse which makes them difficult to manage therefore organizations are expected to lose employees on a continuous basis. The focus now should be on strategies to stabilize performance of both incoming and old employees.
|
