Tim Sackett Gives the Top 5 Predictors of Employee Turnover

Quantum Workplace recently released a study they put together on the predictors of employee turnover. Employee turnover is becoming a huge issue as the unemployment rate falls, which is expected. As your employees have more options, they’re more likely to leave.

I’ve always been a fan of Quantum’s research but this one seemed a little light. Here are their five predictors:

  1. Lack of job satisfaction.
  2. Individual needs unmet (health, wellbeing, balance)
  3. Poor team dynamics (Basically they hate working with the people they work with, or the team hates them, either way, they’ll be leaving)
  4. Misalignment (this is a hiring fit issue – you hired the wrong person for the job. Could be culture, skill set, etc.)
  5. Unlikely to stay (when an employee indicates they want to leave, most likely they will leave. DUH! This was actually #5! How can this be a ‘real’ indicator of turnover?!)

Okay, I’ll give the first four reasons. Of course, those are all real reasons someone will leave. Are they the top 4? Depends on your environment. Number five is just flat out silly…

Check out the rest over at The Tim Sackett Project (an FOT contributor blog).

FOT Background Check

Tim Sackett
Tim Sackett SPHR, is the ultimate Mama’s Boy!  After 15+ years of successfully leading HR and Talent Acquisition departments for Fortune 500s and smaller technical firms, Tim took over running the contingent staffing firm HRU Technical Resources in Lansing, MI. Serving as the Executive Vice President, Tim runs the company his mother started over 30 years ago, and don’t tell Mom, but he thinks he does a better job at it than she did!  Check out his blog at www.timsackett.com. Because he's got A LOT to say, and FOT just isn't enough for him.


  1. Those predictors don’t surprise me at all. I find that a lot of misalignment, or wrong-hires, will often come from people who are over-qualified and think they can take a step back in their career. It’s more common when there are less jobs than people applying. Some wrong-hires will eventually make it work though if they can stick it out through the first few months.

  2. Gary Dumais says:

    Thanks for sharing the research. The 5 predictors certainly make a lot of sense. However, I’d like to “unpack” or know more about what constitutes predictor #1 (“lack of job satisfaction”) as there are probably some root-causes or core factors that could be distilled out from there. Further, I wonder how these 5 predictors relate back to measures and processes used to screen candidates or inform job placement decisions to avoid employee turnover in the first place.

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