3 Surefire Ways To Reduce Employee Turnover

Do you ever feel like your workplace has a revolving door of employees?

Do you consistently place job adverts and feel like you can’t hold on to your staff long enough to get them past the trial period?

Employee turnover is a big problem in many organisations.

Not only does this create more work for the manager that needs to fill the positions and the colleagues that have to pick up the slack for a departing employee, it creates a myriad of problems for the entire office.

From sagging sales to low morale, a poor corporate culture and demotivation, a high employee turnover is one of the worst plagues that can affect an organisation.

Read the following three ways to reduce employee turnover and motivate your team members to stick around:

Implement Exit Interviews

Not every single office is affected by high turnover, some companies seem to hang on to their workers for years at a time.

What are they doing that you are not, and why do your staffers seem to leave you?

Get the answer to that question straight from the source – the individuals that have turned in their notice.

Hire a neutral third party, such as a Human Resource professional, to hold exit interviews and ask those that are leaving why they made this choice.

Once you start questioning those people, you will certainly see a trend that is causing the movement.

Also, look for patterns in those who are leaving – is it people from a certain department?

This can be due to poor management or a competitor that is luring your employees away.   

Offer Better Benefits

Figure out how to entice your employees to stay with amazing benefits!

From free healthcare to overtime pay, unlimited vacation or flexible schedules – there are a myriad of ways to outcompete the marketplace.

A smart strategy is to poll your employees to see which benefits are most attractive to them, and focus on those.

A simple offering, such as the ability to control their own schedule, can be just the thing to stop an employee with one foot out the door and turn them into a loyal worker who will spend the next decade working for you!

Offer Advancement

One of the biggest reasons that people leave their current job is because they were able to find a higher position elsewhere.

This is because some managers choose to find talent from outside versus focusing on promoting from within their organisation.

If you make your employees feel confident that with hard work and dedication they can grow in your company, they will much more likely to stick around.

After all, who would leave knowing that within a year they can get both a promotion and a raise?

Thanks again

Mark Williams

Head of Training and Development

http://www.mtdtraining.com

(Image by Bigstockphoto)

Management Blog Call To Action

Mark-WilliamsMark Williams

Mark Williams is a learning and development professional, using business psychology and multiple intelligences to create fascinating and quickly-identifiable learning initiatives in the real-world business setting. Mark’s role at MTD is to ensure that our training is leading edge, and works closely with our trainers to develop the best learning experiences for all people on learning programmes. Mark designs and delivers training programmes for businesses both small and large and strives to ensure that MTD’s clients are receiving the very best training, support and services that will really make a difference to their business.