1. The loss to an organization from an employee leaving employment is captured in the costs to hire a replacement employee.
2. Ensuring that nonproductive employees leave an organization is just as important as retaining productive workers.
3. Maximizing employee retention is a strategy that should be followed by all organizations.
4. Turnover tends to be greatest among high and low performers.
5. Dysfunctional turnover only occurs when low performing employees remain with the organization.
6. When a high or low performing employee chooses to leave it is highly disruptive for an organization.
7. Employees usually do not reflect much concerning a decision to quit; rather, quitting is in response to immediate events.
8. Employees who are dissatisfied are likely to come to a calculated decision to leave or to conduct a search and make comparisons with other job opportunities.
9. Organizational climate has no impact on employee quit rates.
10. When work is consistent with employees’ values and needs, job satisfaction is likely to be high.