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By George Dickson

According the the Bureau of Labor Statistics, 3.6 percent of workers leave their place of employment each month. Do you know how many employees you lose each year to turnover?

Although most companies keep track of employee turnover, many fall short when they try to understand its causes and costs in a meaningful way. It can be challenging to evaluate employee turnover for the first (or second, or third) time, so we’ll take you through this process step by step.

Do you know how much employee turnover costs you each year?

You and your team no doubt monitor spending on advertising, hardware, and workspaces, but you might not have a grasp on just how much employee turnover is costing you — which is why it’s probably costing more than you think.

Consider what the following could cost: writing and posting a job description, interviewing candidates, paying referral bonuses, having employees take on more work while a position is open, training new hires, and covering unemployment, to name a few.

Those costs can add up shockingly fast. Do you see where we’re going?

To gain a better understanding of the factors that contribute to employee turnover, let’s take a closer look at why it costs more to replace employees than retain them.

Why is employee turnover expensive?

Employee turnover is so expensive because organizations pay direct exit costs when an employee leaves and incur additional costs to recruit and train new hires. Direct exit costs can include payouts for accrued vacation time and unused sick time, contributions to healthcare coverage, higher unemployment taxes, and severance pay. Side effects of turnover, such as decreased productivity, knowledge loss, and lowered morale, can incur incidental costs, as well.

Employee turnover is so expensive because organizations pay direct exit costs when an employee leaves and incur additional costs to recruit and train new hires.

Here are a few factors that contribute to the overall cost of employee turnover but are easy to overlook:

In their search for new hires, organizations might pay to post job listings, hire recruiters, sponsor events, establish partnerships, and offer referral bonuses. Assessment tests, background checks, and various travel expenses associated with vetting candidates can also increase costs.

There are no vaccination requirements for travelers. More specific measures to prevent importation of diphtheria from countries where it is endemic would be difficult to enforce, especially in time of lower risk. Surveillance for communicable diseases, including diphtheria, needs to be increased when circumstances conducive for an outbreak (e.g., international sporting events) exist.

In the event of an outbreak of diphtheria, health care providers would be a group at risk of contracting the disease. However because the current risk is low, there is no special vaccination requirement related to diphtheria for health care workers. Health care providers need to be appropriately immunized according to age, as recommended by the ACIP for all adults. If diphtheria is suspected in a patient, it is recommended that he or she receive a booster dose of Td if >5 years have elapsed since the last dose [ 26 ].

During the NIS diphtheria epidemic, the US Department of Health and Human Services released advisory memoranda that recommended that travelers to areas where diphtheria was occurring should be appropriately immunized, and the recommendations were widely distributed to travel agencies [ 27 , 28 ]. In late 1994, 2 cases of diphtheria were reported among US citizens working in or visiting countries of the former Soviet Union [ 29 ].

Currently, travelers may still be at risk for exposure to strains of C. diphtheriae in countries where it is endemic, especially with prolonged travel, extensive contact with children, or exposure to poor hygiene, and they should be appropriately immunized (according to age) against diphtheria (i.e., completion of a primary series and receipt of a diphtheria toxoid booster within the previous 10 years).

In 1999, one lot of a licensed diphtheria-tetanus toxoids-acellular pertussis (DTaP) vaccine was found to have subpotent diphtheria toxoid by the manufacturer and consequently was recalled from use. Children who were vaccinated with this lot and who were traveling to a country where the risk of diphtheria was high before their scheduled fourth dose of DTaP were recommended to get an additional dose of vaccine on an accelerated schedule [ 30 ].

Until 1996, antitoxin was manufactured in the United States; however, because of low demand for equine diphtheria antitoxin, domestic pharmaceutical manufacturers no longer produce and distribute it in the United States. Since 1997, a French product manufactured by Pasteur Mérieux Connaught has been made available to suspected diphtheria cases in the United States through an investigational new drug protocol administered by the CDC [ 31 ]. Although there are few reported diphtheria cases in the United States, there are ∼20–30 suspected cases per year for which antitoxin is released; only a minority of the cases are actually treated with antitoxin. An adequate supply of diphtheria antitoxin and diphtheria toxoid–containing vaccines should be assured.


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July 13, 2013

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In our busy, rushed, and hurried lives, it seems like I don’t have a group of ladies over nearly as often as I should. Especially during the summer months when vacation schedules and whatnot seems to get in the way.

While it is easy to get entertaining stage fright, I’ve learned over the years that it is easier in the long run to stop laboring over the reasons why you can’t and invite guests into your home to enjoy each others company, great conversation, and fostering great relationships.

I know. It sounds easy, but in reality, we all sometimes just seem to put it off thinking we’ll plan it next month. And then next. And then the next. By the time you know, the entire summer has flown by and you still haven’t planned that get together you wanted.

So, at the encouragement of Dole, I decided to just plan a fun Girls’ Get Together with some of my favorite ladies for next week. Within about 15 minutes, my party was planned, guests were invited, and I had myself totally in the girls’ dinner party mood.

I sent cute invitations using an electronic invitation service that just made it easy-peasy to communicate with all of those on my guest list.

Selecting a menu is always one of the areas that I spend the most time. I always like to make sure I plan around guests special dietary requirements and plan something that will allow me to be relaxed and low-stress as guests arrive. As many items as I can make ahead of the actual party day, the better!

I’ll be sure to share my full menu for the get together with you next week, along with more information on the get together so you can follow along. You never know, you may just decide to host your own Girls’ Get Together at the same time!

One thing that is required at any get together are a few sweet treats. Well, at least they are for me! Thankfully, Dole has helped me along in that department by sending Dole Banana Dippers for guests to sample.

Dole Banana Dippers are a new frozen treat that combine the deliciousness of Dole bananas with rich dark chocolate, but without any guilt. Each package of Dole Banana Dippers contains 120 calories or less, making them a great option for a lighter sweet snack or even a dessert. They are available with our without almonds. YUM!

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