Hållbarhetsrapport 2020 eng 1
07. STAFF - STAFF TURNOVER Replacing a workforce
all too often puts a strain on the organization and entails costs in the form of replacement recruitment, training and loss of skills, which in turn leads to poorer quality and customer satisfaction. Measuring staff turnover and, above all, staff turnover at high performers and keeping the outflow of top and key competence down is a success factor. GOAL What is considered normal staff turnover varies, but within the industry and the Group, we believe that a 12% share of staff leaving the business is an ideal goal. RESULTS • Staff turnover in 2020, including redundancies due to the corona crisis, age resignations and other discharges, was reached at 17.3%. • Excluding resignations initiated by us as an employer due to the economic impact of the corona crisis and the acute cost savings that the company was forced to implement, staff turnover was achieved to only 9.8% ANALYSIS The fact that staff turnover has decreased so remarkably in 2020 is probably due to the fact that conditions in the labor market changed sharply, which created a concern initially. At the same time, the company has made efforts for the well-being of its staff. Even in uncertain times, it can be extra important for the employer to show proof of commitment, sensitivity and willingness to cooperate. In 2020, for example, we introduced an employee survey in several of our operations and ensured that all employees had at least one employee interview. 2020 Staff turnover 17,30% 2019 25,60% 2018 24,33% 2017 29,52%