High turnover typically means low organisational health – it’s disruptive and expensive. ‘Commitment to stay’ is supposed to be great. But low turnover can be a problem too, depending on how it relates to engagement. How do you know which you have? Employee engagement ‘Engagement’ has now ascended to a level akin to the holy grail. Engagement tends to mean people stay on with the organisation, but sometimes ‘intention to stay’ gets confused with real engagement. Puzzling…? The wrong sort… Read more »