Hello Dear Friends,

I hope you're well.

It's January and it's that time of year where you may be considering recruitment for the coming year ahead. If you are seeking to recruit neurodiverse employees, you will need to assess your current process and put in place adjustments that support the talent pool that you are seeking to engage with.

In so doing you may also be speaking with your HR team and considering your employee retention and turnover rates.

There will always be a level of employee turnover within any organisation. The issues is being proactive and keeping a monitor on "problematic" or "unusual employee turnover" as opposed to a usual level of employee turnover as individuals move on to seek new challenges and opportunities.

There probably isn't a magic number for employee turnover, however it is always helpful to have a process to notice if you're experiencing a "talent drain". It's also helpful to have a regular review process to assess and improve the opportunities for employee development, growth and advancement within your organisation.

Read this article: Why a Low Employee Turnover Rate Isn't Necessarily A Good Thing

It shared some interesting insights on what to consider when analysing your employee turnover and some thoughts on supporting building your internal talent pipeline.

If you need support with employee well-being, staff retention and supporting neurodiverse employees in the workplace, please get in touch.

Have a great day ahead.

Warm Regard,

Ekua