Employee turnover is a major and costly problem. But few organizations are taking the necessary steps to address the issue. Disengagement is only becoming more of a problem as the economy improves, job prospects grow, and employees begin to see their options, according to Wilis Mushrush, a business development specialist at the University of Missouri Extension. “It is now common to change jobs every few years, rather than grow with one company throughout one’s employment life, as was the case with our fathers and mothers. Employees are also increasingly demanding a balance between work and family life,” said Mushrush. The costs of turnover can drain a company in a variety of ways—both directly and indirectly. Direct costs include recruitment, replacement, and the training of new hires; indirect costs include the increased workloads (and subsequent overtime pay) of the remaining workers. “Costs vary from business to business or organization to organization. For some, turnover costs are as low as a few hundred dollars to as high as four times the annual salary of the employee,” Mushrush added. However, one of the best ways to combat high rates of turnover is to hire talented people from the beginning, and invest in them through training and development programs.