Turnover at any organization, regardless of the industry, can be problematic. If the more talented and hard-working employees leave, chances are you won't be able to replace their production right away, no matter how qualified the candidate you bring in is. Each organization is unique in some way, which means there will be some learning curve for new employees to get used to the way you operate. If you bring in the best and brightest, that learning curve should be relatively small, but operations won't be as seamless as they would have been if turnover never took place.
That's why ensuring every other aspect of operations runs as smooth as possible is so important. Ultimately, when you have employee turnover, you aren't just replacing that employee's production, you are replacing their knowledge. The information outgoing employees take with them reaches far beyond understanding how to do their jobs. For example, if an employee was working on an accounts receivable cleanup project in the billing and AR department and left before it was completed, the organization has to figure out the current status of the project and all pertinent information exists.
If a new employee is brought in to complete that project, not only will they have to learn their jobs, they will have to get up to speed on the project. Depending on its complexity, this could take a substantial amount of time and further slow down operations.
Organizations don't have to endure these shortcomings when employees leave. Partnering with an organization that can help manage these projects will alleviate the impact of turnover because projects will be handled by an outside source. Even if an employee tasked with collaborating on a project leaves, maintaining a relationship with a third party provider will keep the consistency needed to reduce the risk of operational slowdowns.