According to the Bureau of Labor Statistics, nearly 4% of workers leave their place of employment each month - costing American businesses roughly $1 trillion each year. Not only are there direct costs associated with turnover such as payouts for accrued vacation time and unused sick time, contributions to healthcare coverage, higher unemployment taxes, and severance pay, but there are also less obvious costs associated with turnover around recruitment, productivity, training, knowledge, and morale.

While turnover is a normal occurrence in every organization, there is a lot that people managers can control. 52% of employees leaving on their own accord say their manager could have done something to keep them around for longer.

In this conversation, Bonusly discusses the importance of cooperation between HR leaders and people managers in order to identify and combat unnecessary employee turnover, and how that partnership can improve your employees’ overall experience.

In this on-demand recording, you'll learn:

• How the responsibility for managing turnover is shared between HR and people managers
• Tools that HR can equip managers with in order to identify at-risk employees for unnecessary turnover
• Actions that HR leaders can take in order to empower managers to prevent turnover on their own teams
• Actions that managers can take to recognize and prevent turnover