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(Solution) CIPD 5HR02 (AC3.3) Explain the impact of dysfunctional employee turnover

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Solution

(AC3.3) Explain the impact of dysfunctional employee turnover.

Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. 

Word count: Approximately  300 words
Dysfunctional Turnover

Dysfunctional turnover is the voluntary departure of high-performing employees, who are important for organisation’s success (Morlin, 2023). This kind of turnover can be harmful, particularly because it can negatively impact performance and the morale of everyone involved, resulting in lost knowledge, skills, and productivity.

Ways Dysfunctional Turnover Can Impact ParcelCare

Loss of Key Knowledge: Dysfunctional turnover can cause the company to lose employees with critical expertise, and hence it loses the valuable knowledge and skills. The company could struggle to find replacements with an equivalent experience, which could have an effect on operational efficiency and customer service quality (Grecek, 2024). It may also be an expensive and time-consuming activity to onboard new staff and get them to the same level as the lost skills. The indirect cost is that of potential customer dissatisfaction, which could potentially harm ParcelCare’s reputation.

Increased Recruitment and Training Costs: ParcelCare also has to incur extra recruitment costs to fill high performing positions when the employees leave. These include advertising, recruitment agency fees, and the cost of time interviewing and selecting for candidates. After new employees are hired, training programs to get them to certain levels of performance are necessary as Hazelton (2024) explains. The return on investment is likely to be delayed, putting a financial strain on the organisation while the investment is ongoing.

Psychological and Morale Impact on Remaining Employees: The loss of some key employees can diminish the morale of the rest of the employees. In particular, employees may feel insecure or demotivated, if they believe the company cannot retain its top talent. The end result is declining job satisfaction, increased stress, and declining productivity (Grecek, 2024). Over time, this can lead to further turnover. It can also make employees disengaged and less likely to take their role a step above what is expected, which has an overall effect on a team in terms of performance.

 

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