Employee Turnover is an ObservationWhen it comes to employee turnover and retention, the immediate reaction is to see turnover as negative and retention as positive. Psychologists have been researching and documenting their findings on the topic for over 50 years, focusing primarily on why people leave organizations (Staw, 1980, p. 253). There is no denying that there are organizational costs associated with an employee's departure; however, it would be naive not to recognize that there are benefits too. Organizations must weigh the costs of turnover, recognize the benefits and strive to find a balance. There is no debate that employee turnover results in a certain amount of responsible monetary expenditure. Additionally, there are expenses that are difficult to put a value on. Expenses include paying for accrued benefits such as vacation, costs associated with ongoing and in-process staff, recruiting, training, lost productivity, operational restrictions, not to mention experience and knowledge that is no longer available once the employee walks out the door. (Dalton & Todor, 1982, p. 212). Researchers have conducted many analyzes trying to place a monetary value on the consequences of employee turnover. A study conducted at the Saratoga Institute estimated that replacing an employee costs an organization $8,300 plus an additional 1% of salary for training purposes. The quote did not include any travel or moving expenses. The formula used by Saratoga was based on the average daily total revenue per employee, multiplied by the number of business days the position was vacant, plus the cost of any temporary employees or overtime paid, minus unpaid salary/benefits during the vacancy (Fitz-enz, 1997, p.50). In a similar pivot… in the center of the paper… ns, provide notice and their positions can be filled through succession (Staw, 1980, p. 257). References Dalton, D. R., & Todor, W. D. (1979, April). Turnover Turnover: An Expanded and Positive Perspective. The Academy of Management Review, 4(2), 225-235. Retrieved from http://www.jstor.org/stable/257776 Dalton, D. R., & Todor, W. D. (1982, April). Turnover - a profitable phenomenon in terms of strong dollars. The Academy of Management Review, 7(2), 212-218. Retrieved from http://www.jstor.org/stable/267299Fitz-enz, J. (1997, August). It's expensive to lose good employees. Workforce, 76(8), 50-51. Excerpted from Staw, B.M. (1980, October). The consequences of turnover. Journal of Professional Behavior, 1(4), 253-273. Retrieved from http://www.jstor.org/stable/3000143Sunoo, B. P. (1998, July). Employee turnover is expensive. Workforce, 77(7), 19. Retrieved from