How do you mitigate the impact of team churn?

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I haven't seen resignations increasing. The way that I've structured our entire tech department is to try to get exceptional staff, pay them very well and get them to stay. I’d rather do that than build the structures and workflows that allow for churn, because then I’d be accepting both the churn and having a larger team. We haven't had to deal with that yet, but with the rate that tech staff salaries are going up, it is on my radar for the next 12 months.

Answer

You start by understanding why they leave and why you have so much turnover. Is it the salary, management, duties/requirements, the team culture etc.? Once you know or have a better idea of the reasons, you can work toward creating an environment that will be more attractive and will retain them for a more extended period.
Any general strategy for staff motivation, building a good performing team, and attracting good talent will help in decreasing the churn. But to be most effective and address the churn in your particular situation, the best is to tailor a strategy/actions where you target the specific reason they are leaving.

Answer

High turnover rates can have a devastating effect on any business. As already mentioned, you need to get to the underlying issues and fix them. Of course, there's also a normal rate of churn (that is a function of many variables with culture being one of the most important, IMHO). To mitigate the disruptions of the normal churn look to a two-pronged approach - have a good talent team to facilitate candidate search and a strong on-boarding process that connects new team members to peers and has a collection of standardized resources to quickly bring them up to speed on both - project/work details and the way the team does things. It takes a lot of effort to create such process and to keep it current, but it really pays off big time in the end.

How do you mitigate the impact of team churn?

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