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The Real Cost of High Employee Turnover

HMG Success on October 7, 2026

Most companies recognize that turnover is harmful to the organization. However, not all of them understand the full cost of high employee turnover, causing them not to make managing it a priority. Unfortunately, when that occurs, the situation usually only gets worse.

Once you what high employee turnover is costing your company, the idea of ignoring the issue will seem ludicrous. To help you get a grip on the situation here’s a look at the damage poor retention can cause and what you can do to fix the problem.

The Cost of High Employee Turnover

When most managers think about cost, they focus on the financial. However, when it comes to turnover, there is certainly a monetary aspect to the situation. At a minimum, you usually have to shoulder expenses related to advertising the vacancy and recognize the sunk cost of onboarding the unsuccessful hire.

However, the cost of high employee turnover goes much further than that. There is also the time and energy involved in finding a replacement. Hiring managers will have to sort through another batch of resumes, conducting more interviews, and handle screening tasks. That all takes time that could otherwise be spent on profit-driving tasks, harming the bottom line.

Additionally, poor retention is also incredibly harmful to your broader operation. When there’s a vacancy, productivity is going to be lower. If the issue is systemic and ongoing, morale among your employees will also decline, leading to poorer performances. This costs your company in lost output or the need to repeat work that wasn’t done to the proper standard initially, further hurting profitability.

Finally, high turnover also does harm to your brand. This makes finding skilled candidates more difficult, increasing the odds that you’ll need to extend the recruitment process or settle for a job seeker that isn’t the best fit.

In the end, the cost of poor retention is incredibly high. That’s why addressing the situation is so vital.

What Companies Can Do to Improve Retention

If you want to improve retention, you need to identify the root cause of the problem. In many cases, your culture at least plays a role. For example, if employees feel overworked, unsupported, or undervalued, they won’t stay for long. Until that is fixed, turnover will likely remain high.

Insufficient compensation can also be a factor. If you aren’t paying a competitive wage and offering the right benefits, employees will usually leave for a better opportunity as soon as one comes along. In this case, simply correcting your compensation can be enough to improve retention.

At times, it’s your hiring approach that’s leading to a turnover problem. If you select job seekers who don’t have the right skills or capabilities, which may be particularly common if you aren’t offering competitive wages, they won’t thrive in the position. The longer they struggle, the higher the likelihood that they’ll either leave or need to be terminated.

With this last issue, partnering with a recruitment agency can be the answer. Not only can they help you identify key skills for each role, but they can also offer an exceptional candidate experience to job seekers. Plus, staffing firms typically have pre-existing talent pools brimming with top-tier professionals, making it easier to find right-fit candidates quickly.

If you’re struggling with high employee turnover, the team at The Advance Group can help. Contact us today.

 

 

Happy 10th Anniversary, Linda Roth!

HMG Success on October 7, 2026

To celebrate Linda Roth’s 10th year with The Advance Group, we sat down with her for a Q & A session.  Here are a few highlights to enjoy:

Q: What brings you the greatest joy?
A; Spending time with family! There’s nothing better than when all of my kids are in town and I can see them all together. Lately I’ve also been blessed to also get to spend time with my first grandson!

Q: What quote do you live by?
A; Life is short, be happy. You are in charge of your own happiness, so if you’re not happy, you need to make a change!

Q: What do you like to do in your spare time?
A: I like to keep busy! I like running, biking, hiking, kayaking, camping, just about any kind of travel! I also love going to sporting events and concerts

 

Linda is a Recruiting Operations Manager.  Happy Anniversary, Linda!

Happy 2nd Anniversary, Nick Hughes!

HMG Success on October 7, 2026

To celebrate Nick Hughes’s 2nd year with The Advance Group, we sat down with him for a Q & A session.  Here are a few highlights to enjoy:

Q: What is on your bucket list?
A: Remote fly in fishing trip in Canada

Q: What charity do you support?
A: St Jude Children Hospital

Q: What is the one thing you wish you knew when you were younger?
A: Everyone is trying to figure “it” out. No one is born with experience.  You don’t know if you like something or are talented at something until you try. Even the best scientists, doctors, actors and actresses, musicians, parents and athletes are still learning as they go.

 

Nick is a Staffing Specialist at our  Sylvania, OH branch. Happy Anniversary, Nick!

Happy 11th Anniversary, Tara Robinson!

HMG Success on October 7, 2026

To celebrate Tara Robinsons’s 11th year with The Advance Group, we sat down with her for a Q & A session.  Here are a few highlights to enjoy:

Q: What is on your bookshelf?
A: The Bridgerton Series, Outlander and the Beastie Boys Book

Q: What’s your favorite movie?
A: It’s tie between You’ve Got Mail, Sweet Home Alabama & Tombstone

Q: What’s your favorite song?
A: Purple Rain

 

Tara is in Business Development and works in our Monroe, MI branch.  Happy Anniversary, Tara!

 

The Future of Work Is Changed. Here’s Where It’s Going.

HMG Success on October 7, 2026

Pre-pandemic, many companies felt they had a solid grip on where the world of work was headed. However, COVID-19 threw things into upheaval, and many businesses weren’t fully prepared for the steps they would ultimately need to take.

Today, even as vaccine rollouts continue, it’s clear that the future of work has changed. Both companies and professionals have new perspectives, some of which will remain long after the pandemic ends.

If you are wondering what the future of work looks like now, here are some insights about where it’s heading.

The Rise of the Remote Worker

While digital transformation certainly wasn’t anything new, once COVID-19 struck, companies that had failed to update their processes were at a significant disadvantage. However, while workplaces are now reopening, it isn’t wise to assume that companies should revert to past practices.

In many ways, the pandemic highlighted the power of digital transformation, particularly in the eyes of professionals. Employees who previously worked for companies that resisted telecommuting and flexibility now know that remaining productive while working remotely is possible, and many favor the approach. As a result, candidates will often prefer employers who keep this option available, allowing them to remain remote at least part of the time.

Changing Employer/Employee Relationships

The pandemic highlighted many shifts in employer/employee relationships. For professionals, stability and communication have become greater priorities. Flexibility has also been thrust into the spotlight, as well as workplace safety.

While compensation will always be a major talking point, COVID-19 has led many professionals to adjust their priorities and expectations. Employers who fail to measure up in these areas may struggle to secure talent long-term, particularly as wider spread reopening makes seeking out something new easier for professionals.

Technology Alone Isn’t the Answer

While technology played a significant role in business success during the pandemic, the human factor also plays a big part in that equation. Many technologies require skilled employees to remain functional, including innovations like automation and artificial intelligence (AI). Additionally, the value of frontline employees became abundantly clear, as a poor customer experience made a challenging landscape even harder to navigate.

Digital transformation will continue to be crucial for long-term success. However, having skilled teams available isn’t any less critical than ever, regardless of the company’s industry or the technologies they embrace.

Companies need to balance new implementations with upskilled and smart hiring. This ensures they have the right skill sets available to make the most of new tech, support their customers, and otherwise thrive.

Additionally, they need to work diligently to maintain their workforce. Companies that are viewed as lacking as employers may face struggles unlike what they experienced before the pandemic, as many professionals are more discerning now than previously.

Luckily, by bringing what candidates want to the table, it’s possible to reach new heights. If you need to hire skilled professionals to join your team, the staff at The Advance Group can help. Contact us to learn more about our services today.

 

 

Can You Quit a Job on Day 1?

HMG Success on October 7, 2026

In many cases, your first day on the job comes with a few surprises. While you may have learned quite a bit about the company and position during the hiring process, it’s always possible that some details weren’t covered.

At times, the surprises you encounter are positive. However, that isn’t always the case. For example, you may discover quickly that the job isn’t actually as strong of a match as you thought it would be or that the culture doesn’t meet your needs.

In situations like that, you may begin to wonder, is it okay to quit a job on the first day? After all, leaving so quickly could harm your reputation, something that could hurt you now and in the future. But does that mean you shouldn’t make a shift exit? If that is running through your mind, here’s what you need to know.

Reasons You May Want to Quit on Day One

There are times when quitting on your first day can certainly be the right move. First, if a company has questionable ethics, that may be enough to make an exit warranted. Illegal or dishonest behavior isn’t likely to change. Plus, if you’re seeing evidence on day one, there’s a good chance that the situation is actually far worse than it initially appears.

Another sign that leaving right away could be the right move is if the job is nothing like advertised. While nearly any position will come with a few duties that you may not expect, if all or the vast majority of your responsibilities are outside of what you were told, you may be a victim of a bait and switch. If the job was genuinely misrepresented, that’s an example of dishonesty in the organization, so don’t feel obligated to stay.

In some cases, money may be a justifiable reason to exit. If you show up for your first day only to find that your salary is lower than what was promised, heading for the door makes sense. Similarly, if they try to charge you for training, that could be a sign of a scam, so you may want to think twice before paying or staying.

If a workplace is legitimately dangerous, then quitting on your first day could also make sense. When the workplace is unsafe and allows harmful practices to occur, you are putting yourself at risk. Leaving, as a result, may be your best choice.

Finally, if there are signs of rampant toxicity, you may be better off quitting. Clear evidence of a toxic culture on your first day is likely only the tip of the iceberg. You may be setting yourself up for a lot of unnecessary hardship if you stay. Plus, even if the company hopes to improve, it could take years for the culture to recover, years you may not want to spend in that environment.

What to Do After Quitting on Your First Day

If you do quit on your first day, you need to relaunch your job search immediately. As you know, it can take time to secure a new position, so it’s best to hit the ground running.

If you want assistance with securing a new position, the staff at The Advance Group can help. Contact us to see how we can guide you toward job search success quickly and efficiently.

 

 

Happy 8th Anniversary, Dan Haller!

HMG Success on October 7, 2026

 

To celebrate Dan Haller’s 8th year with The Advance Group, we sat down with him for a Q & A session.  Here are a few highlights to enjoy:

 

Q: What brings you the greatest joy?
A: Being a dad!

Q: What’s your favorite band?
A: Van Halen, this is the only correct answer to this question

Q: What advice would you give your younger self?
A: Don’t spend too much time worrying – most things aren’t worth the time and agony you put yourself through.

 

Dan is a Staffing Specialist and works in our Sylvania branch.  Happy Anniversary, Dan!

Welcome The Newest Members of The Advance Group!

HMG Success on October 7, 2026

The Advance Group is proud to introduce our two newest members – Crystal Wyatt and Jamie Center!

Crystal Wyatt –

Crystal joins The Advance Group as a Staffing Coordinator in the Monroe branch.  She began her career at La-Z-Boy in customer service working in the call center and most recently worked in the finance department at Backyard Products.  Here is a fun fact, before becoming part of the Advance “staff”, she worked as a contract employee through us and was hired in by 2 of Monroe’s top employers! When Crystal called us looking for her next opportunity, we knew we would be lucky to have her as part of our internal team!

 

Jamie Center –

Jamie Center joined The Advance Group bringing more than 20 years of experience in various Accounting and Leadership roles. She holds a Master of Business Administration degree from Baker College Center for Graduate Studies. Prior to joining The Advance Group, Jamie was a member of the executive leadership team of a small manufacturing company where she directed the Accounting, Human Resources and Information Technology functions. She is an avid runner and health nut and is currently training to run a half-marathon later this year.  We are so excited to have her part of our Leadership Team!

Want to work with these or any members of The Advance Group team? Contact us today!

 

 

Find a Better Summer Job Today!

HMG Success on October 7, 2026

When you’re looking for a summer job, you might think you have to settle. In reality, that isn’t the case. You can find a better-quality summer job today, as long as you know where to look.

At The Advance Group, we pride ourselves on offering amazing summer jobs that will exceed your expectations. Along with partnering with leading employers in the area, we are diligent about maintaining the employee experience, ensuring your time with The Advance Group is always top-notch.

If you’re ready to find a better summer job, here’s what you need to know.

Why Now Is a Great Time to Snag a Summer Job with The Advance Group

As summer gets underway, opportunities abound. Many leading employers in the area boost their workforce during the season, creating opportunities in a slew of industries for candidates looking for summer jobs.

You’ll find positions available in nearly any field. Whether you’re looking for a warehouse or production role, prefer an office job, or are looking for a position that lets you put your specialized skills to work, there’s something for you.

Plus, by picking up a summer job through The Advance Group, you get more. Along with a range of higher-paying positions, you can also become eligible for a variety of benefits.

Referral bonuses, medical, retirements, paid time off, and attendance bonuses are just some of the perks you may be able to get while on assignment with The Advance Group. Plus, if you work in short-term positions, you can keep your benefits with you as you transition from one job to the next.

How to Find an Amazing Summer Job Through The Advance Group

Launching a job search with The Advance Group is simple. If you want to get started right away, you can head online to begin the process in one of two ways.

First, you can search our current job openings. You can narrow down the results based on industry, location, job title, skills, employment type, and more. That way, you can find your ideal match fast, allowing you to focus on opportunities that best meet your needs.

Second, you can start by completing our online application. This is a great option if you want to submit your profile quickly when you spot a great opportunity. Plus, it ensures that all of your information is in our system, making it easier for our recruiters to identify new potential matches when they become available.

Plus, if you need assistance, you can always reach out. The Advance Group team is always there to lend a hand, ensuring you can finish your application quickly and start finding amazing opportunities as fast as possible.

All of the options above are easy ways to get the process moving, ensuring you can launch your summer job search without any delay. If you’d like to learn more about finding a job with The Advance Group, our team wants to hear from you. Contact us to speak with one of our recruiters today.

 

 

Now Is the Right Time to Start Staffing Up!

HMG Success on October 7, 2026

Many employers have fluctuating workforce needs. This summer, many companies are working to return to full productivity after scaling back due to the pandemic. Plus, seasonal businesses are seeing demand increase rapidly, making additional employees a necessity if they keep pace.

Luckily, now is the perfect time to start staffing up. If you are wondering why, here’s what you need to know.

Why Now Is the Right Time to Start Staffing Up

With vaccine rollouts and local re-opening processes well underway, many professionals who found themselves without a job during the pandemic are hitting the job market. Since the economy is ramping up, many of these candidates are looking for exceptional opportunities with leading employers, making it a great tip for companies who need highly skilled professionals that also treat their workforce right.

Along with seasoned pros, new graduates are also hunting for career-launching positions. If you have an entry-level opening that would be ideal for a recent grad, now is the perfect time to find that right-fit candidate. Many of these professionals will soon be off the market. By getting started now, you increase your odds of landing top talent.

How The Advance Group Can Help You Staff Up Faster

When you need to augment your workforce, having a reliable recruitment partner by your side is ideal. At The Advance Group, we pride ourselves in supporting area companies with all of their hiring needs. Whether you need to ramp up quickly for the season by bringing on temporary workers or need a talented professional for a full-time position, we can help you find your ideal candidate.

The Advance Group team maintains a robust network of pre-vetted professionals, including active and passive job seekers. That talent pool allows us to fill positions quickly without sacrificing quality.

If you need a highly specialized skillset, The Advance Group can make finding it easier than ever before. We are aware of the latest recruitment trends. Plus, we stay on top of different recruitment resources, allowing us to know exactly where to look when you need a specific kind of candidate for a role.

Thanks to our hiring expertise, The Advance Group can make staffing up quickly a simple process. We can find top-tier talent and screen them to make sure they meet your needs. That way, you’re only presented with the best and brightest candidates. Not only does this improve the quality of your new hires, but it saves you time, ensuring you can focus on your responsibilities while still getting a talented employee for your team.

If you’d like to find out more about the services we offer, the team at The Advance Group wants to hear from you. Contact us to discuss your needs or any questions you may have with one of our recruitment specialists today and see how partnering with us can make hiring a breeze.

 

 

Summer Is the Time for Employee Wellness!

HMG Success on October 7, 2026

Summer may seem like an odd time of year to focus on employee wellness. After all, for many people, summer is an exciting, invigorating time of year.

However, the season can certainly come with its own challenges, leading some employees to struggle. They may have trouble juggling their personal and professional responsibilities. At times, they may become frustrated while working, longing for a chance to spend some time in the sun.

When workers are unhappy or stressed, they often have a harder time managing their responsibilities. Productivity may dip, or the quality of their outputs may suffer.

Luckily, companies can take action, allowing them to promote employee wellness and improve morale. If you are wondering what you can do, here are some tips for breathing new life into your employee wellness program.

Add Some Fun to Your Employee Wellness Program

When people think about summer, they usually focus on fun. It’s the time of year when people take vacations and spend time outdoors, allowing them to make the most of the great weather.

In some cases, employee morale falls because team members feel like they miss out on the best parts of the season. Thankfully, by adding a bit of fun into the mix, you can address that.

If your team is local, host a barbecue. Invite everyone to spend their afternoon enjoying good food and participating in fun activities. For remote teams, you can give everyone a gift card to a local restaurant and play an online game, allowing everyone to have a great meal while spending some relaxing time together.

Anything that adds something enjoyable to their schedule can be worth considering. If you aren’t sure what might work, ask your team what they’d like to do. Often, they’ll have some great ideas, giving you a chance to harness their creativity to come up with a plan.

Empower Your Team with a Positive Mindset

Negativity in the workplace can wreak havoc on morale. If you and your team get in the habit of focusing on the problems or downsides in a situation, it will affect the overall mood. Similarly, shooting down ideas without a second thought can make employees fearful of sharing, limiting creativity and innovation in your team.

If you want to improve employee wellness, empower your team with a positive mindset. Encourage your workers to openly share ideas and offer praise when they do, even if you don’t end up using them. Focus on the potential challenges can bring, particularly if they are chances to learn, grow, and innovate.

Essentially, your goal should be to put a positive spin on things whenever possible. By doing so, you can alter the mood of any conversation. In time, your employees will often adopt that mindset, creating an increasingly positive environment for everyone.

Delegate Based on Strengths and Preferences

When it comes to engagement and motivation, giving your team a chance to use their strengths can make a big difference. Similarly, aligning their workload with their preferences can have a significant impact on morale.

Ultimately, people like to spend time on activities that they are good at and enjoy. When you get a chance to delegate responsibility, consider when you choose a team member.

While you may not create workloads that only feature what they like, you can make more of their work engaging. That has a big impact on their mental and emotional wellbeing, increasing the odds that they’ll find their job satisfying.

Ultimately, all of the tips above can take employee wellness to the next level. If you’d like to learn more, the team at The Advance Group can help. Contact us today.

 

 

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