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Is Your Company Suffering From High Turnover?

 
 

Frequent turnover is an expense few employers can afford. The cost of high turnover is especially jagged when it comes at the loss of a good employee. It’s up to you and your managerial staff to keep your workers engaged and excited about their jobs. Over time, similar trends emerge, giving us an idea of why employees – both permanent and temporary – don’t stick around for too long. Here are four non-negotiable tips to help improve retention:

Provide consistent feedback

Employees flourish best when they understand your expectations and have a steady stream of feedback. Your staff will really thrive when they feel appreciated and valuable to a company. That’s why it’s important for supervisors to bookend negative feedback with praise. Make sure all of the feedback is useful and directive, aimed at improving performance and rooted in personal interest.

Recognize their efforts

Really inspire and empower your staff by starting an employee recognition program. By recognizing their achievements in a formal or informal fashion, your employees’ motivation will skyrocket and fuel their drive for success, both for themselves and the company. Even your temporary and contract workers will develop a strong sense of loyalty when they’re recognized for a job well done.

Allow for flexibility

Create a workplace that gives your workers the freedom they need to be the best employee they can be. Offering a variety of shifts and access to technology can give your employees the flexibility they need to be productive, confident and satisfied. Adjust your thinking so that you put the person first, not the position. It doesn’t take much more than a small shift in your perspective on the traditional workday to reduce turnover.

Entrust autonomy

Step back and let your employees take control over their own specific projects. Some employees tend feel stifled and suppressed by micromanagers, while others prefer to be given direct orders. Give your strongest employees more say over their day-to-day activities and even more responsibility in the company. For the others, provide as much support as you can, and even consider peer mentorship programs. This will keep them from searching for job opportunities elsewhere.


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