As an old saying goes, you can’t manage something if you can’t measure it. In the case of voluntary turnover, you may be able to measure the level of turnover, but you need better measurement than that if you are to effectively man- age voluntary turnover. It could be useful, for example, to have a sense of why people are choosing to quit. Is it, for instance, just about getting a higher paying job somewhere else, or are other factors involved?

As a team, what measures regarding voluntary turnover would you suggest? How would you collect the information? How would this information be useful to managing the problem of voluntary turnover?