Open Mike #14: What High Turnover Is Doing to Your Team’s Mental Health

Recently, I came across a staggering statistic: the national employee turnover rate sits at an eye-popping 47.2%. Let that sink in.

In the world of workplace consulting, this number is more than just concerning, it’s a glaring red flag. For perspective, a 10–20% annual turnover rate is considered low, 20–30% is moderate, and anything over 30%? That’s when alarm bells should start ringing.

Not long ago, I attended an annual dinner for a client organization and struck up a conversation with one of the leaders. He shared that their turnover rate had climbed to 38%. My initial reaction was a silent “Wow.” But what immediately followed was concern not just for the numbers on a spreadsheet, but for the people still inside that organization. Because when turnover skyrockets, it doesn’t just affect operations it weighs heavily on the mental health of those who stay.

The Domino Effect of Turnover on Mental Health

High turnover leaves lasting marks on workplace culture and employee well-being. It manifests in three major ways:

• Increased Stress & Burnout: Remaining employees are often expected to pick up the slack. This isn’t just about more tasks—it’s about the emotional toll of working longer hours, managing additional responsibilities, and constantly playing catch-up. Burnout becomes almost inevitable.
• Lower Morale & Rising Disengagement: When departures become frequent, negativity can spread. Employees may start questioning leadership decisions, trust may erode, and overall engagement takes a hit—often leading to even more turnover.
• Loss of Social Support: Relationships at work matter. Losing trusted colleagues doesn’t just create workflow gaps—it creates emotional ones, too. Feelings of isolation and disconnection begin to surface, directly affecting mental health.

So, What Can You Do?

While high turnover presents real challenges, organizations can take proactive steps to protect their people and foster a healthier culture. Here are several strategies to help mitigate the psychological toll:

• Enhanced Communication: Transparent and honest dialogue from leadership builds trust and eases uncertainty. Employees want to know what’s going on—and why.
• Support Systems: Boost access to Employee Assistance Programs (EAPs), mental health resources, and peer support groups. These tools can make all the difference.
• Workload Management: Leaders must monitor workloads closely and make adjustments when necessary. Realistic expectations reduce burnout risk and signal care.
• Culture & Engagement Efforts: Invest in initiatives that promote connection, appreciation, and shared purpose. A healthy culture helps people stay—and thrive.
• Mental Health Education & Training: Normalize mental health conversations by offering training sessions or workshops. It’s not only a morale boost, but also a statement: “We care.”

In a nutshell, while the challenge of high turnover is multifaceted, the solutions are within reach. It’s about building a workplace that not only recognizes the value of each individual but also actively contributes to their well-being. This isn’t just good practice; it’s essential for the health of your organization and the people who work in it.

WORD ON THE STREETS

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Hospitals across the country are dealing with a serious staffing issue and it’s not just about filling open roles. Nurses and healthcare workers are feeling stretched thin, burned out, and underappreciated. Sure, some leaders are finally starting to pay attention, with over half saying they’ll focus on retention in 2025. But let’s be real: if we don’t start treating people like they matter, they’re not going to stick around.

Retention doesn’t have to be complicated, but it does have to be intentional. Here are three simple ways to start making it better:

• Start strong with onboarding. Make sure new hires feel welcomed, supported, and set up to succeed from day one. First impressions count.
• Give people room to grow. Offer training, mentorship, and clear career paths so employees can see a future for themselves.
• Check in like you mean it. Regular, honest conversations go a long way. Listen to your team, show you care, and act on their feedback.

When healthcare workers feel seen and supported, they’re more likely to stay—and that benefits everyone.

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