Quantitative connection in employee engagement and turnover

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Reference no: EM132261486

Please describe how turnover ratio is calculated.

If I have 150 employees working for me in the month of May and during that month 12 employees quit and/or are fired, what is my turnover ratio? Why is it important to know your turnover ratio? Are there additional factors that you should consider when evaluating your turnover ratio quantitatively? Why are many organizations attempting to connect employee engagement with turnover ratios? Do you feel that engagement and turnover are connected? Why or why not? How could HR professionals show a quantitative connection between employee engagement and turnover?

Reference no: EM132261486

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