Posted on Oct 2, 2016
For those who are in management (civilian side of the house), what is an "average" turnover percentage?
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A little background. Since retired I've been hired into a mid level management position. The more I see of the civilian side of life in the "corporate" world I'm wondering if there is a semi solid percentage that is out there on turnover and reasons why it is either high or low(low is kind of obvious).
Posted in these groups: 
Management
Management
Posted 8 y ago
Responses: 4
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It can depend upon the current goals of the corporation. In past years I've seen organisations wanting to spin off realise they were way over employed and begin to slough off through either layoffs or 10% low performer reductions in the name of six sigma. Size of organisation can impact as well. Small companies cannot hold unnecessary employees for long if they find they don't need them. From a personal survival perspective, I think the trick is to find a position in charge of something valuable to the organisation and then becoming successful in leading that effort. As a former IT professional that got bogged down in middle management functional positions just long enough for his technical skills to be diluted and outdated, I'd recommend you keep your saw sharpened and be ready to change lanes.
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This can't really be answered - there are too many variables. I've seen some industries where 5% annually is considered high - and others where 150% annually is "low" and is a targeted goal.
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Agree it depends on the market sector you work in. My direct experience was on the Fed side. With so many baby boomers punching out, the brain drain has been hitting things hard. I know the Naval shipyard in Bremerton have been aggressively hiring at a 2 for 1 rate for some time to try and alleviate this along with normal attrition. A number of DoD outfits are running a 7% vacancy rate on top of it, NAVFAC being one of them in same regions. Although there isn't supposed to be age discrimination, there's a growing desire for career ladder type fills with employees that have at least a 7-10 year burn time left in them. It's a demographics and continuity thing to try and break a bad cycle we're in. It will take years to get to the next normal. Discrimination? Not when you use the tools to legally execute workforce shaping.
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SFC (Join to see)
I can see Fed employment being low for a number of reasons (some good some not so good i.e. Union "protection" etc)
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CAPT Kevin B.
The unions don't have the power they do in the commercial sector, i.e. they can gripe a lot but it's illegal to strike, can't negotiate salary, benefits, etc. They fuss over parking spaces, lighting, i.e. all the stuff that's not on the prohibited list. They can't demand dues but have to represent the entire class. My experience as a senior manager with them is they can provide value to the overall employee base, but seldom do. They overprotect the dirt bags and are likewise unhelpful with meaningful ideas that can help the workers as a whole. There have been times that the unions were helpful in identifying a butthole manager which to me was a twofold assist. That manager's supervisor also came under my gun for not dealing with the butt. They were also helpful easing my path in dealing with a case of management sponsored sexual harassment by telling the workers I was one of the good guys. So we had some mutual respect but they also knew not to bother me with nitnoid stuff.
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