Battling Employee Turnover
It can cost you a third of an employee’s salary to replace them if they leave. That’s a lot of dough, but we are really here to discuss turnover and how to prevent it. Fortunately, a lot of the ways employees report on what they need out of a company to stay are common sense. Unfortunately, common sense is not always common or put into action. Let’s talk about how to make sure you’re not on the wrong end of turnover.
Have you ever heard of the expression of talking to someone instead of at someone? That’s a good place to start. Overall, the way that you’re going to keep people onboard is by adapting a positive company culture. Your employees are people, not just a means to an end, not replaceable, not cogs. An employer is a leader, not a boss. I’ve never heard an army general boss their troops into battle.
Hire for the Right Job
As recruiters, we often see people slap a title on the wrong job. The title will then attract the wrong people. Another thing to avoid is mashing more than one job under one umbrella. Every job is a job. There are Rockstar candidates out there, but they may not fit your needs. Hiring a great candidate is only successful when you put them in the right position. Otherwise this will lead to lower engagement and higher unsatisfaction at work.
Make your Expectations Clear
If an employee is unsure of their responsibilities or procedures, they cannot perform their job to the best of their ability. You want them to function at 100%, so do they. This dissonance can cause anxiety, confusion, and even anger in the workplace. While you should not micromanage to make sure that everyone is doing everything perfect all the time, it’s important to be open to questions. If you are not onsite, make sure that there are proper training and procedure manuals available on site.
Allow for Opportunities
Whether this is upward mobility or training options, they should be open for your employees. If you want them to succeed, they will. If an employee reaches out for learning opportunities, that is a sign that they are hungry to grow with your company. If there is no room to grow, they will find somewhere else that provides those opportunities.
A full onboarding process should take 90 days. Spending the time up front, will ensure that they employee feels wanted and important. Companies with poorly designed processes can experience double the amount of employee turnover. Onboarding includes training, interviewing, checking in, paperwork, and introduction to their coworkers.
If you have any questions about how you can improve turnover, email us at email@example.com, and we can set up your free consultation.