Tips for Cutting Down on Turnovers

John Krautzel
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Employee turnover can be a frustrating, costly and time-consuming process for businesses. In fact, a revolving door of employees can decrease productivity and affect overall profits. Understanding how to motivate employees, identify problems with the company culture and practices within the business that are not desirable may offer employees incentives to develop loyalty to the business.

Employee turnover is a natural part of the business world, but an excessive and high rate of employees leaving dissatisfied with your company is a red flag. Investigate the reasons why employees leave to determine what processes and procedures may need to be changed within your company. People often leave jobs because of micromanagers, unpleasant work environments and the lack of advancement opportunities, explains Donna Levin with Careerealism.

Identifying triggers that lead to employee turnover may prompt the need to make changes that affect the company culture. Offer clear incentives that motivate employees and encourage commitment and loyalty. Provide professional development opportunities so employees can enhance their skills and learn more about the industry.

Happy employees are more likely to stay invested in their positions and the company itself. In addition, employees who feel valued and satisfied with their work environments can naturally recruit for you. Tap into the networks of your employees by recruiting from within for management positions and asking employees to refer members of their professional network to apply for open positions. Colleagues who are acquainted and cohesive often work well together, which ultimately enhances the company culture and improves productivity and profitability.

Build a sense of ownership within the company culture to reduce employee turnover. Invite employees to take ownership of tasks, allow independent work and free expression of ideas and encourage leadership traits that can naturally empower your employees. When employees feel trusted to tackle important tasks on their own, a morale boost typically occurs naturally.

Build morale and loyalty to the company with activities and gestures that show appreciation. If possible, allow for flexible work arrangements or work-from-home options for employees who are balancing family commitments and a career. Flexible work arrangements can lead to less employee turnover and greater job satisfaction. Host social events or rewards such as a free luncheon, happy hour or monthly birthday celebrations to break up the workweek, especially when employees are reaching high stress levels.

Work environments that encourage independence, build trust and morale, and invest time, attention and money into employees naturally motivate and inspire employees, frequently resulting in lower employee turnover rates. Employers who offer professional development opportunities, provide employees with feedback and recognize accomplishments and efforts often naturally retain employees who are invested in the company's goals and missions. As a result, companies can increase productivity and overall profit with loyal employees.


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  • Nancy A.
    Nancy A.

    @Greg sounds like you were (or are) in a bad situation. Maybe there are some companies where management doesn't care but for the most part they do. Managers spend a lot of time training and grooming a new hire. They don't want to see rapid turnover. They would prefer that folks work for them as long as possible. Hopefully you will find a way out of your bad situation and get into a great job where management is willing to develop and grow you.

  • GREG STAUCH
    GREG STAUCH

    management doesn't care. why should they there are 5 people waiting behind you to take your job for less. Hire fire hire fire hire quite hire layoff

  • Nancy A.
    Nancy A.

    Thanks @Juan. It's tough to leave one job and start a new one but when you get into situations where there's no way out, it's better to leave with your dignity still intact.

  • Juan Martinez
    Juan Martinez

    Nancy, Perfectly said! I have learned through my own experience, that is is not worth the effort to try and overcome a manager whose main goal is keeping someone else from taking their job, or simply looking good by blaming their subordinates. It simply just not work; thus, I too look for other employment as soon as feasible if I find myself in such a situation. Thank you for the response; I agree wholeheartedly with your view.

  • Nancy A.
    Nancy A.

    Thanks @Juan for your comments. So true that good management can make or break a company. You would think that the higher ups could see that something is wrong if the turnover in one particular is high. That's when an investigation should take place and maybe the "my way or the highway" mentality will be a thing of the past along with the manager. I imagine we have all worked for managers who could care less about us but only care about covering their own butt. Personally I would not work for that type of manager for very long before I would be searching for new employment. If you are not part of the process then you must be part of the problem - something I learned a long time ago and still adhere to today.

  • Juan Martinez
    Juan Martinez

    I agree Greg, good management is key to a stable workforce. When managers practice "my way, or the highway" management, there is no room for employees to grow or expand their own knowledge. Another key point is that ownership of the process is key. It is human nature to care for anything you own more so than for that owned by another.

  • Eric s.
    Eric s.

    Pay a living wage

  • GREG STAUCH
    GREG STAUCH

    The turn over is a direct reflection of the company. High turn over low management skills. People expect to be treated well at all times. From the resume to retirment

  • Nancy Anderson
    Nancy Anderson

    @Thomas so very true. I have worked for managers who only have one voice level - LOUD! And yes it does make all of those around very nervous and uncomfortable. Good training is invaluable at any level but certainly is very important if one is going to be at the manager level. Thanks for your comments.

  • Thomas C.
    Thomas C.

    My point is that good training is key to good manager. Promotes team work all around

  • Thomas C.
    Thomas C.

    It is true and then there are those that just don't know how to talk to people. By raising there voice to the point it makes people nervous.

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