Most managers cringe when they hear the word turnover. However, turnover doesn’t have to be negative. Sometimes turnover is unavoidable; an employee may retire or relocate. And, sometimes turnover is desirable; an unhappy worker may take another job that better fits their needs.
This trick is to manage your company’s turnover. You don’t want to have a reputation as a revolving-door workplace or to face the unexpected departure of your most productive team member.
So, what’s the secret to maintaining healthy retention rates?
Pick the Right People
In his book, Work Rules!: Insights from Google, Laszlo Bock wrote “Hiring is the most important people function you have, and most of us aren’t as good at it as we think.” If you are looking for a long-term workforce and many of your employees come and go within a year, you may need to re-examine your hiring processes. Are you making decisions based on gut instinct which can lead to mistakes? Or, do you have an established interview process with a proven track record of success?
Start Off on the Right Foot
According to research from Cornell University, first impressions stand the test of time and may act as self-filling prophecies. (Inc. Magazine, 2016) And, yet, many organizations put little thought into their onboarding programs. If a new employee arrives to work on day one and everyone seems disorganized and unprepared for their arrival, this could leave a lasting impact. Onboarding matters. Make sure your program is a positive and meaningful experience for new hires.
Define Your Expectations
Most workers want to do their job well, and they become increasingly frustrated when the path to success is foggy and unclear. Problems usually start with inaccurate or outdated job descriptions. To keep employees engaged and driven, develop detailed, well-communicated and up-to-date job expectations that clearly outline what everyone needs to accomplish.
Provide Opportunity and Inspiration
In a study at Facebook, the company’s People Analytics team surveyed workers and crunched data to predict which employees would leave within six months. The team found something interesting. The workers who left didn’t depart because of money or bad managers. They moved on because “their job wasn’t enjoyable, their strengths weren’t being used, and they weren’t growing in their careers.” (Harvard Business Review, 2018) If you want to retain talented employees, challenge them, provide training and mentorship programs and give them the chance to perform to their full potential.
Check in With Your Employees
Finally, managers and HR professionals often use the exit interview to find out “What went wrong?” Although this information may be useful down the road, unfortunately, you already lost a person. Be more proactive in your approach. Meet with workers either formally or informally to identify and solve problems before they turn into resignation letters.
Are You Looking to Hire Dedicated and Talented Employees?
At Aventure Staffing, we recognize people are an organization’s greatest asset. Our Recruiters will work closely with your company to identify the best solutions for your needs. Find Your Next Great Employee today!