What can be a result of not addressing employee turnover?

Not addressing employee turnover can lead to higher costs for hiring and training new employees, which makes this choice the most relevant and accurate. When employees leave, organizations must invest time and resources into recruiting replacements, onboarding new hires, and providing necessary training. This process can be both financially taxing and time-consuming.

Furthermore, frequent turnover can disrupt workflow, decrease productivity, and lead to a loss of institutional knowledge, as new employees take time to get up to speed. High turnover rates can also create a cycle where remaining employees may feel overburdened, potentially leading to more resignations. This cycle further compounds the costs associated with employee turnover, making it crucial for management to proactively address any underlying issues to retain staff.

Other options such as increased team morale, enhanced company reputation, and greater team cohesion are generally positive outcomes that might arise from effective employee retention strategies but are not typical results of neglecting to address turnover. Instead, failing to manage employee turnover can detrimentally affect team dynamics and company image.