Turnover refers to the rate at which employees leave an organization and are replaced within a specific period. It can be classified as voluntary (resignations) or involuntary (terminations, layoffs, or retirements). High turnover rates can lead to increased recruitment costs, disruptions in productivity, and potential skill gaps, while low turnover often indicates strong employee retention strategies and workforce stability. Organizations must actively monitor turnover trends to optimize talent retention, workforce planning, and operational efficiency.

Industries such as manufacturing, retail, logistics, e-commerce, and facility management services (FMS) face unique workforce challenges that impact turnover rates, including contract-based employment, seasonal demand fluctuations, and competitive job markets. Businesses managing apprentices, temporary staff, and project-based employees must focus on engagement initiatives, fair compensation, and career growth opportunities to reduce turnover and enhance retention. By implementing data-driven workforce analytics, structured onboarding, and employee satisfaction programs, companies can minimize attrition, improve workforce stability, and optimize long-term labor costs.