Which of the following is likely a result of high employee turnover?

High employee turnover typically leads to higher recruitment and training costs. When employees leave the organization, there is an immediate need to fill those vacancies. This involves spending resources on advertising job openings, conducting interviews, and onboarding new hires. Training new employees can also be a significant expense, as it requires time and effort from existing staff to bring them up to speed. Consequently, consistent turnover can strain the budget and resources allocated for human capital management, making this outcome particularly pronounced in environments with high turnover rates.

In contrast, increased team cohesion and improved company morale are less likely outcomes of turnover because frequent departures can disrupt team dynamics and create uncertainty. Additionally, high turnover often results in a heavier workload for the remaining employees as they take on additional responsibilities while new hires are trained, rather than leading to a lighter workload. Thus, understanding the impact of turnover on recruitment and training costs is crucial for HR professionals aiming to mitigate these effects and develop strategies to improve employee retention.