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4 Ways to Drastically Lower Employee Turnover

Posted by James Patrick Kahler on January 8, 2016

It’s hard to dodge the inevitable. At some point in time, for almost every business, an employee will leave the company. People typically move on to pursue other opportunities or they just simply leave because they don’t like the one they’re currently in; it happens. While it’s only natural to have some percentage of employee turnover at a business, it should never become routine. 

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Employees are the face of your business and brand. You don’t want to tarnish your brand because you’re not taking care of your employees. If you’re facing a high percentage of turnover you need to ask why people are leaving; what’s the reason?

Once you identify the main factors contributing to your employee turnover, you can then begin to take the appropriate steps to drastically lower your turnover in a relatively short amount of time—and yes, it’s possible.

Causes for Turnover

With a little bit of effort and patience, high turnover can become a thing of your past. Nevertheless, it’s crucial you pinpoint what’s causing your turnover first. Here are some typical reasons for employee turnover caused by a business and it’s leadership:

  •      Poor pay
  •      Unfavorable work hours
  •      Bad leadership and management
  •      No clear path for advancement
  •      Lack of engagement
  •      Zero recognition for employees' work and efforts
  •       Employee doesn't fit into workplace culture

4 Ways to Make a Difference

Employee turnover is nearly impossible to avoid, yet that doesn’t mean there’s no remedy.  

1.) Create A Better Hiring Process—hiring is the most essential key to lowering turnover. Using a proven process that identifies the best fit candidates for your open positions is the easiest way to retain employees.

2.) Perform Employee Check-Ins and Quarterly Reviews—be engaged with your employees. Show them that you care and help them better their skills by keeping track of their work, how they’re performing and assisting when needed. Keeping tabs with your employees is very easy to do and takes very little time. All it really takes is a little effort.

3.) Practice Transparency—everyone has a voice and usually appreciates it when their voice is heard. Ensuring clear communication with your employees allows you to be honest, as well as encouraging. Transparency helps resolve many issues employees might have, which sometimes get built up and unresolved—ending in turnover.

4.) Build Workplace Culture—many businesses claim to have the secret to creating incomparable workplace cultures, but don’t pay any attention to that. You don’t need a trampoline and pinball machine to make your office a better place to work and appease your employees. A successful office culture must come naturally. First identify your company core values, and then make sure your environment reflects those values, as well as the people who work there. Then, everything else will happen naturally.

Lowering employee turnover and increasing your retention doesn’t require a huge project and thousands of dollars. All it takes is a little time and effort. You have to care about hiring the right people for the right reasons. Otherwise, you mind as well consider putting a revolving door in the front of your business and permanently keep a “now hiring” sign on your website.

Employee retention starts with hiring the right people. Click on the link below for some tips on how to find the perfect hire.

Hire in a box, ultimate guide to hiring

Talent Management, Company Culture, Management, Hiring Tips, Hiring, Turnover


James Patrick Kahler

About the Author

James Patrick Kahler is Hireology’s Copywriter & Content Specialist. He is a graduate of the E.W. Scripps School of Journalism at Ohio University and has over four years of professional experience writing for various industries. Outside of the office (and sometimes inside), he has a passion for comedy, advertising and his Cleveland sports teams…all of them.