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7 Hints on how to Battle High Employee Turnover

7 Hints on how to Battle High Employee Turnover

Employee turnover is one of the biggest problems any company might face. The loss of even one great employee could have a huge impact on company’s business processes. But what’s even worse is that departure of one or two charismatic employees can cause a big turnover, making things even more complicated.

Of course, any company would like to avoid it or at least to stop it as quickly as possible. Doing so is actually not very complex – and actually, has little to do with money. In order to prevent potential turnovers, you have to focus on your employees, making sure that the following things are incorporated into company’s corporate culture.

  1. Communication.

Sure, people do communicate a lot at work – but it’s not what they talk about matters, but how they talk about everything. Your employees have to know and feel they could always talk to you about something, whether it’s work details or things that cause them to think about quitting.

The dialogue matters a lot. It shouldn’t be toxic and it shouldn’t be meaningless. You have to not only listen but also pay attention to various details crucial to your employees. The better the communication is, the higher are the chances your employees would talk to you instead of simply leaving.

  1. Flexibility.

Sometimes your employees might need a bit more flexibility – and it’s your goal to give it to them. Some narrow the concept of flexibility down to only one thing – working at home; however, it’s not like that at all. Sometimes being flexible means that you have to allow your employees to finish their work at home or somewhere where they have a stable internet connection. Sometimes it also means being able to switch their work hours – for example, when they are on a leave because of some reasons. People do work better and do produce better results when their environment is comfortable.

  1. Appreciation.

It’s important to reward your employees for their hard work and professional achievements. The types and the sizes of these rewards are for you to decide – however, you should consider making them your company’s policy. This way your employees will feel like their efforts are appreciated and acknowledged.

  1. Balance.

Intense work schedule is usually impossible to handle if people don’t rest enough. However, even if you do find your company’s work schedule quite tolerable, you still have to make sure that work-rest balance is honored among your employees. When employees are stressed, they become irritated, find it harder to fulfill their duties and to communicate with their coworkers, which could lead to a toxic work environment forming in your company.

If you see that some of your employees look or behaves like they are very tired, make sure to ask them whether they get enough rest. Also, consider offering a day or two off so an employee could de-stress a bit.

  1. Wellness.

These days it could be hard for office workers to stay healthy. However, it’s important to ensure that they have opportunities to do so – otherwise, they might leave to seek better conditions. Such opportunities could be different, depending on your company’s budget: for example, a health maintenance, a gym or a fitness class, a healthy food in the cafeteria, and so on.

  1. Fulfillment.

One of the main reasons people quit their jobs is because they don’t seem to match the initial descriptions. Your goal as an employer is to avoid that happening, offering your employees the exact conditions they came for. If they are overloaded with work that isn’t related to their profile or find out they don’t have the opportunity to go on a vacation until next year, they would get disappointed.

  1. Growth.

For many employees, growth is the most important thing. You have to make sure that good workers are not only acknowledged for their work but also have the opportunity to advance in their career, be it a salary raise or a promotion. However, that’s not the only way to encourage professional growth – for example, you can also give your employees the opportunity to change their specialty if they would like to. It’s always better to keep a talented worker in your company, allowing them to pursue a different career, than lose them.

Be sure to describe growth opportunities to your new employees and stick to your promises.

Some of these things can be already implemented in your company’s corporate culture, working perfectly; some can be improved; some are yet to be added. All of them, however, can benefit your employees a lot, making your company a place they wouldn’t want to leave without any serious reason. That’s why it’s so important to pay attention to them, making sure your staff gets the good working conditions they deserve.

 

charles ebert

Charles is a career mentor, motivational speaker & human resources consultant with over 10 years of experience in HR sector. Charles is a lead expert at Professional Resume Solutions. Apart from career mentoring, he loves photography and football. Find him on Linkedin, Twitter, Facebook & Google+.

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Tresha D. Moreland, MBA, MS, FACHE, SPHR, SSBBP, founder of HR C-Suite, is an HR thought leader in Human Resource Strategic Management. She has held key human resource leadership roles for over 20 years in multiple industries most recently a senior vice president in the healthcare industry. Tresha is the founder and publisher of HR C-Suite (www.hrcsuite.com). HR C-Suite is a game changer results-based HR strategy website. It is a first-of-it's-kind site that organizes HR strategy based on desired business result. She has developed a business philosophy of integrating human resources with business strategy, thus creating a hybrid HR leadership approach. This approach enables the leveraging human resources to achieve business results.

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