Investment Team Turnover
Investment team turnover is the rate at which key investment professionals leave, join, or change roles within a firm or allocator team.
Allocator relevance: A core continuity risk—high turnover can break repeatability of process and undermine track record relevance.
Expanded Definition
Returns are produced by people and process. When teams change materially, the track record may no longer represent the current decision-makers. Turnover can also signal cultural issues, compensation misalignment, strategy drift, or fundraising pressure. For allocators, turnover affects both managers and internal teams (CIO changes can shift mandates).
Turnover risk is especially acute when it impacts key persons or the individuals responsible for underwriting and portfolio construction.
How It Works in Practice
Allocators track departures, role changes, and team structure evolution, then assess whether investment process remains consistent. They evaluate key person provisions and governance to ensure stability.
Decision Authority and Governance
Governance includes key person clauses, succession planning, and delegation clarity. Strong governance can reduce turnover impact by institutionalizing process; weak governance concentrates risk in a few individuals.
Common Misconceptions
- Turnover is normal and not predictive of outcomes.
- Senior hires offset departures automatically.
- Key person clauses cover all turnover risk.
Key Takeaways
- Turnover can invalidate historic track record relevance.
- Monitor decision-maker continuity, not headcount.
- Governance and process institutionalization reduce fragility.