Minimize Costs of Change

Turnover costs are often more detrimental than organization estimate.  Turnover cost fall into two main categories:

  Direct Costs

• Recruiting & job advertising

• Recruiter time or agency fees

• Background checks & assessments

• Interview time (hiring managers + HR)

• Signing bonuses

• Onboarding & training costs

  Indirect Costs (Often Larger)

• Lost productivity during vacancy

• Reduced team productivity

• Knowledge drain

• Customer service disruption

• Lower morale

• Mistakes from new hires learning the role

Indirect costs are frequently underestimated but can exceed direct hiring costs.

High turnover doesn’t just increase hiring costs — it:

• Reduces institutional knowledge

• Increases burnout among remaining employees

• Impacts revenue and customer retention

• Damages employer brand

Not every employee is going to reach their potential in every role or organization.  However, using a coaching model to support employees in their transition to a better working context will reduce the costs of turnover.

Using a coaching model to support outgoing employees may also provide new opportunities for the agency through new partnerships and maintaining positive relationships.