MANAGEMENT ARTICLE

Organizations with Frequent Resignations: Can We Solve It Just by Increasing Hiring... We Must Look at Why People Leave First

In August 2026, the number of job movers in domestic business establishments reached 1.036 million, making workforce mobility a routine condition of corporate management. A survey of the top 500 companies showed that an average of 16.1% of new hires resigned within one year, and 75.6% of companies estimated the loss cost per early quitter at 20 million won or more. According to Gallup, 42% of recently resigned U.S. workers stated their departures could have been prevented had the organization or manager taken appropriate action. The core of resignation management lies in identifying causes by dividing overall turnover rates by tenure, department, manager, and voluntary versus involuntary separation. Before repeating recruitment, organizations must review onboarding, realistic job previews, regular dialogues with managers, growth, and work environments to transform into places where people stay.