In many organisations, there will be a 'revolving door' job. It's a role which nobody seems to stick at and has a staff turnover rate far higher than any other job in the department or company. Whether you head a large organisation or are a small start-up, the revolving door job is often a conundrum and one you need to solve fast.
Recruitment drives are costly in terms of both time and money, so the sooner you can identify and fix the problem of the revolving door, the sooner you'll see the savings. Firstly, you should always ask someone who is leaving what their true feelings are about the role. People are often more honest at an exit interview than other times and you can gain valuable insights from them.
You also need to look into the scope of the role – the sort of tasks you're asking people to do, the workload you're putting on them, the chances they get for career progression. A revolving door job might be too challenging or not challenging enough, too mentally draining or too mundane. Take the opinions of those exiting and get their perspective on the problems.
From the outside looking in, it's not always easy to see where the issues lie. If you have the time, take your exploration of the problems to the extreme – try doing that job yourself for a couple of days. Once you have first-hand experience of it, you might get a clearer picture. Get to the root cause and you'll know what needs to be done, because a revolving door job simply can't be ignored.
Revolving door jobs lead to expensive recruitment drives
Ask about the problems at an exit interview
Examine the scope of the role
If you have time, do the job yourself for a day or two