673), loyalty management must be based on three types of turnover, voluntary, fired and downsizing. Not all companies are burdened by turnover, for some it is their way of life and costs are included in the budget. However, for others, any type of high turnover can be detrimental to the company's bottom line, employee compensation, and the benefits offered. First, let's look at voluntary and involuntary turnover that impacts retention. Voluntary turnovers are caused by many different reasons. Turnover can arise from issues such as job dissatisfaction, job mismatch, and the realization that job opportunities are plentiful. Two reasons I will talk more about are micromanagement and employee loyalty. As stated earlier in the introduction, when employees are dissatisfied, perhaps because they are placed in an area that does not fit their skills, they are more likely to look for a new job. Another part of the turnover is made up of layoffs and downsizing. Discharge is just that, members are discharged due to discipline and job performance. While the reduction in turnover is the result of an excess of personnel in companies (Heneman III, Judge, Kammeyer-Mueller, 2015, page 675). There are also other reasons for voluntary employee turnover, such as generational differences in employment. Current generations are more likely to consider work as a piece of the puzzle of their lives rather than as the first, indispensable piece that is missing.