O lado oculto do turnover: reflexos da rotatividade na eficiência e desempenho organizacional

Abstract

Employee turnover, known as turnover, is a recurring and historically present problem in organizations. However, its relevance has gained prominence in contemporary organizational contexts, especially due to the significant impacts that this variable has on people management, internal processes and institutional results. In this context, this study aimed to investigate the impacts of turnover on the organizational environment in the municipality of Uruçuí, located in the south of the state of Piauí, a region where agribusiness predominates and where a large number of companies are concentrated. Given the small number of studies on this topic in the local context, it was perceived that there was a need to invest in the theme. The research was conducted through a qualitative approach, of an exploratory and descriptive nature, and structured into four thematic categories. Category 01 addressed the sociodemographic profile of the participants, in order to better understand the characteristics of the target audience. Category 02 contemplated three questions related to staff turnover. Category 03 covered topics such as organizational climate, leadership and people management, also through three questions. Finally, Category 04 addressed talent retention, consisting of two specific questions. The participants were five professionals with consolidated experience in the area of people management, including managers, supervisors, directors and HR professionals. Data collection was carried out through semi-structured interviews, administered remotely via digital tools, such as Gmail and WhatsApp. The results showed that high turnover rates generate high financial costs with dismissal and hiring processes, cause discontinuity in workflows, compromise the organizational climate and reduce the efficiency and overall performance of the organization. In addition, the analysis showed that understanding the causes and consequences of turnover is essential for formulating effective strategies aimed at talent retention. As a contribution, this study offers relevant support for managerial decision-making, especially with regard to the diagnosis of practices that precede turnover. Furthermore, it enables the redirection of organizational policies that promote the appreciation and retention of employees, favoring greater stability, productivity and efficiency in organizational processes.