Saving costs through employee turnover

Losing a good employee means not only a loss of knowledge for the company but also enormous costs. Employee turnover generally increases, especially during periods of favorable labor market conditions. In this case, reducing the onboarding costs for new employees can provide significant financial relief.

Recruiting staff in today's tight labor market is a major challenge for companies in the transport and logistics sector. Salary and career opportunities are key factors in retaining employees or prompting them to change jobs. Employee turnover generally increases, especially when the labor market is strong. This is also true in the current situation, which has been characterized by a rising turnover rate for years.

The Confederation of German Employers' Associations calculates the employee turnover rate using the BDA formula, which is a classic method of relating the number of departures to the average number of employees: Turnover rate = voluntary departures / average number of employees in the period * 100. Further information can be found in the article by the German Economic Institute (IW).
https://www.iwd.de/artikel/fluktuation-starke-wirtschaft-fuehrt-zu-mehr-jobwechseln-401583/

Employee turnover is expensive

When good employees leave a freight forwarding company, it is usually very painful for the business: not only because, in the worst case, it can take years to fully compensate for the loss of knowledge. The costs incurred by an employee's resignation and the subsequent replacement are also considerable: these include termination formalities and a decline in performance during the notice period, as well as costs for recruiting replacement staff, bridging costs, and the onboarding of the new employee.

The DVZ published an example calculation of the costs incurred by an employee's departure in an article:
https://www.dvz.de/rubriken/management-recht/speditionsmanagement/detail/news/es-wird-teuer-wenn-ein-guter-mitarbeiter-geht.html

This makes it clear: the faster the position can be filled, the lower the financial outlay for the freight forwarder until a new employee is hired. What remains are the training costs.

At this point, Spedifort can offer significant financial relief and organizational support to the freight forwarding company. E-learning allows learning content to be delivered in a much shorter time, thus substantially reducing the new employee's loss of productivity. Furthermore, e-learning can considerably reduce the personnel costs associated with internal trainers, etc.