Originally Posted by
Lite
On Mixed Fleet, we're working on an 18-20% annual turnover on a fleet of about 3000 cabin crew of both CSM and Cabin Crew ranks. There's currently a massive recruitment drive to cover the turnover and the Fleet will have to grow to about 4000 crew in 2016 to replace those retiring and the slight expansion at LHR next summer. The union has been told that until we reach a turnover of 25% plus annually, and as long as the vast majority have completed at least 18 months service before they leave, then BA aren't really concerned nor are they incentivised to offer a better deal.
Yes, it is so much easier to ignore the cost of high turnover. Recruiting is costly, new recruits need training, many leavers get compensation of some sort, etc. I reckon that a turnover of 20% probably costs the company at least as much as a flat 10% salary increase across the category not taking into account the lower quality of task force (if we accept, as I do, that as people gain more experience in their work they also become better at it).
Very sad indeed, and not only for the people affected but for the airline itself as well.