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As an HR professional, you know that managing employee turnover is essential to the short- and long-term success of your organization. While some turnover may be beneficial by way of revitalizing or fine-tuning your workforce, it can also bring about unexpected interruption to ongoing projects, succession planning setbacks, and costly recruiting cycles. Understanding turnover rate norms and where your organization’s metrics may not align to the market is a good way to start optimizing your talent management strategies to ensure retention of critical employees and skills.
Optimize your current and future strategies with the Canada Mercer Turnover Survey. Using data on voluntary turnover, involuntary turnover, and retirement turnover statistics, compare your organization against your competitors. Identify turnover rates across numerous skill levels. Benchmark your talent strategy against all organizations, or narrow the data by the following turnover metrics:
Participation open: TBD – TBD
Results publish: TBD
2019 results available
Based on data from the 2019 Canada Mercer Turnover Survey.
Industry
Region
Employee Group
Job Function
Want to understand turnover trends in the US too? Access the US Mercer Turnover Survey for key insights on turnover by type, industry, and employee group in the US.
Survey results are delivered in a published PDF format to your imercer.com account under My Downloads.
A robust employee retention strategy starts with key insights
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Please note:
HR and other leaders routinely seek to benchmark turnover costs, often using standard “rule-of-thumb” estimates. However, such estimates can be misleading because of the way they are calculated. This article looks at the costs and potential benefits of turnover, uses case studies to demonstrate variation in impact, and discusses how employers can more effectively assess the impact of turnover in their own workforces.
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