Employee turnover as defined is the percentage of employees who move from one

company to another. Recently, it has come to light that turnover is a persistent problem for

business. Employee retention is a major concern for all businesses due to the enormous costs

involved in finding, hiring, and training new employees. Determining the likelihood of

employee turnover is, in fact, a crucial management factor that has long been taken into

account. The high level of competition in today's world makes turnover a significant problem

for businesses.

On the other hand, high employee turnover increases the chance of losing talented

employees. Employee productivity is directly correlated with firm initiatives, so the

relationship between the two is simple. A company can launch more ventures and complete

work more quickly the more employees it has on hand. However, a lack of qualified employees

prevents organizations from performing their duties. Reduced revenue and profit as a result of

low productivity may, in some cases, indicate that the company is no longer able to function.

According to Branham’s second published book, employee turnover occurs for several

reason. He identified seven specific reasons: (1) the job or workplace is not expected; (2) a

mismatch between job and person; (3) insufficient supervision and feedback; (4) a lack of

growth and opportunities; (5) a lock of recognition; (6) an increase in workload; and (7) a

breach of trust and confidence.