How to Lower Employee Turnover

Employee turnover or attrition is one of the major challenges for businesses nowadays. While involuntary turnover is usually not a cause of much concern; it is the voluntary attrition that requires close monitoring. Human Resource professionals spend considerable efforts into analyzing the causes of attrition and devising methods to lower employee turnover.  Following are some of the predictors of employee turnover trends and what can be done to combat them to lower employee turnover:

Job Satisfaction Levels

This is perhaps the most common reason people leave their jobs. They often have certain expectations and if things do not work accordingly, employees feel their individual needs are not being met. As a result, employees become disengaged or “checked out.”

Some ways in which this can be handled are-

  1. Ensuring proper role clarity. Employees need to understand their job descriptions properly.
  2. Role alignment with individual career aspirations.
  3. Avoiding any kind of role conflict if possible.
Relationship with Manager

There is a reason why it is said that people do not leave jobs, they leave their managers. If there is a lack of supervisory satisfaction, then it can be a predictor of higher employee turnover.

To handle this, some of the steps that can be taken are as follows-

  1. Managers should be trained on how to handle teams.
  2. ‘Skip-level’ meetings are a great way to ensure effective communication channels between leader and subordinates.
  3. If an employee raises an issue with their supervisor, proper steps should be taken by the HR department to address the issue. This will help to lower employee turnover.
Team Dynamics

The teams that employees work in become their families at the workplace.  And if there is no team bonding, employees might lose motivation to come to work.  An effective way to ensure better team dynamics is through employee engagement activities and team-building exercises. Events such as company picnics or team parties are great places where people can connect and build their networks. This, in turn, creates an environment which motivates people in their work, thus leading to lower employee turnover.

Misalignment with Role

This happens when the hiring is not done carefully enough, resulting in a skill set mismatch. In such a case, an employee will feel out of place in their role and decide to leave. Companies can lose good workers due to this.

To prevent this from happening, care should be taken during the hiring process as mentioned below-

  1. Recruiters need to ensure that they choose candidates with the required skills for the job.
  2. Proper learning and development sessions also help to lower employee turnover in the future.
Behavioral Indicators

These are the predictors which usually indicate employee’s engagement levels and hence give an idea of whether they might leave or not. Some of these behavioral indicators are absenteeism, performance, punctuality, etc.

If noted, these can be addressed in the following manner to ensure lower employee turnover-

  1. If absenteeism or lateness is high, then the manager or HR can have a one-on-one discussion to get to the root cause of the problem. Often, these problems can be solved with a little bit of flexibility.
  2. Should performance become an issue then the employee must receive proper feedback and the necessary support to improve.
Conclusion

Employee attrition can become a big problem if not dealt with in a timely manner. At the same time, there are so many steps that can be taken to lower employee turnover. Businesses must care for their employees to become successful; after all, employees are perhaps the biggest asset they have.

If your firm experiences high employee turnover, contact Flexicrew to help improve your recruitment efforts.

5 Warning Signs your High Performers Plan to Leave

There are many reasons why an employee quits. It can be because they feel unappreciated or less valued by their employers. It can also be because they are no longer happy with their jobs or their compensation package.  Whatever the reason, it is a fact that a business can suffer from financial losses in case one of your star employees decided to quit. It can also hurt your company operations if not addressed immediately.

Here are 5 Warning Signs that an Employee is Thinking of Quitting:

1. Less Interest In Satisfying Their Manager

If you noticed that one of your employees seems to not care about their appearance anymore, it can be a sign that he is about to quit. Normally, motivated employees dress for success all the time. It is to impress their managers and also to feel energized while doing their job.  This type of employee cares about what his superior will think about his work. He will do anything to have everything perfect before submitting his output. But when it changes from excellent to  mediocre… that’s a warning.

2. Work Performance has Decreased

Most of the top performers try to exceed expectations for them. They tend to even compete with themselves since they are already the best. But as time goes by, you may notice that their performance is no longer one of the best.  When the employees work performance suddenly goes downhill, there is a problem for sure. This is what happens if the motivation and drive to perform well is gone. The employee will no longer do their best, especially if they don’t get appreciated for doing so.

3. Less Enthusiasm for the Company’s Mission

Every company has its mission. This is to guide every employee on how they should act and perform their tasks. If you noticed that an employee does not even know the gist of the company’s mission, then that’s a goner.  Employees who plan to stay longer to the company will learn what the company mission is. They will also make it their guide as they go to work every day. But if someone does not even show interest, then it means that he is just passing by.

4. They Communicate Dissatisfaction with their Job More Often

New employees seem to find their new job to be a perfect fit for them. It can change as time goes by though. More tenured employees may start finding a lot of unsatisfying things about their workplace, colleagues and just about everything.  These people will complain even at the start of their shifts. They often can be seen chatting with other employees discussing how bad their job is. They start to be vocal about it to anyone which can affect other employees negatively as well.

5. They Show a Negative Change in Attitude

Employees who are on the verge of quitting seem to be more impatient than others. They may even bad mouth the company even to their company’s clients or customers. It can result in a bad impact for the company.  From being the sweetest person around, they may suddenly become hostile to the management. Even if there are no changes from how the company runs, they will still find something wrong. They may also try to avoid handling new projects as they are planning to leave anyway.

What to do about it?

It may actually vary from one employee to another. But there are still universal actions you can take to resolve this problem.

Talk to the Person Involved

Since you have already noticed the changes when it comes to the person’s performance, it is best to talk to them. Sometimes a pep talk may help and make the individual feel better.

Provide Better Options

If it happens to be one of your top performers, it can make sense to discuss better compensation for them. Since the person did well in the past, formulate a better incentive package. It can become a distraction if they feel they are not being rewarded for a job well done anyway.

Approach the Issue Professionally

Whatever you do or offer, if the person has already decided to leave, there’s essentially nothing else you can do to change their minds.

Conclusion

When an employee is thinking about exploring other options, you may notice it right away. It is all up to you if you still want to keep that person on your team or just move on to your next top performer.