7 Ways to Keep Your High Performers from Quitting

Your employees are one of the most important assets in your business. Whether you are in sales, construction, marketing or any field, the employees are the nexus between your company and the marketplace. In this hyper-connected and competitive world, you can’t afford to lose any good employees you have on board. And the replacement cost of your high-potential workers is too high. That’s why you need to keep a tight ship and keep your employees from quitting.

Employee Retention

Here are 7 things you can easily incorporate to stop your best talent from walking out the door:

 

You can…

1. Provide Competitive Pay

In a survey of 2,000 people by Paychex, respondents said the main reason people leave their jobs is money (69 percent said that low salary did or would make them leave).

Even in the most satisfying work environment, if your employees can’t pay their bills every month, they are going to look for new career opportunities somewhere else. You need to be able to offer competitive pay to your employees. This will not only keep them from leaving but it will make your company more attractive when hiring new people.

Bear in mind, wages change all the time, you have to be up-to-date with any changes; otherwise your rivals may offer a little bit more money and steal your best employees.

2. Give Employees Regular Feedback

Another important factor in the decision to quit is a feeling that the employee is not valued.  Your employees want (and need, as well) feedback that their employer cares about them as employees. People feel the need to be heard and want to know if they are doing a good job. You don’t need to overwhelm them with constant commentaries on their work, but every once in a while, you might want to tell someone they are doing a good job. This will make them feel appreciated and will create a good work environment.

If your employees never hear from you, they might feel like they do not belong in your company and will look someplace else where they might be appreciated. It might not seem like much, but good feedback goes a long way.

3. Set a Good Example and be Accountable

Nobody likes their boss, but everyone needs a leader. When you have people working for you, you need to take action and steer the team to their highest performance, like a leader. You don’t want to boss everybody around yelling orders, never doing any actual work. Even if it means rolling up your sleeves and going the extra mile, you need to set a good example. This is like an investment.  If your employees see you working hard, that sets the tone.  They will work harder. If it seems like you don’t care about the job, they will either slack off or look for a different place that cares about their business.

If you make a mistake, you need to be accountable. If you look for excuses, your employees will do the same when they make a mistake.

4. Be Consistent

This is incredibly important. Many supervisors think that all they have to do is hire people and pay them to work. The supervisor is available to the new hire for a week or two, and then withdraws completely. This is the worst strategy possible. A supervisor needs to be consistent with his work approach, even more than his employees. In the same way that you have to set a good example, you have to show you are consistent in your work and management style.

If you only show up half the time, don’t leave your office, or seem not to care, one day you are going to find some of your best talent will have left for a boss that shows he cares about their work.

5. Support Diversity

A diverse workplace is Integral to a strong, productive and creative workplace. If all your employees are the same, you will face problems that you won’t be able to overcome. You need different types of workers to create a dynamic workplace; otherwise, your company will feel monotonous and boring. You can also scare off a candidate if everyone currently employed is the same. And that one different person might be the best employee; you wouldn’t want to lose that person.

6. Offer Ongoing Learning Opportunities

A growing trend that helps retain employees and improve the quality of work is to offer development opportunities. Several educational institutions are offering their services to companies that want their employees to grow career-wise. If your company allows attending seminars or financially helps their employees to go to business school, this will give your employees an extra incentive to stay in their job and you will eventually reap the rewards with an improved workforce!

If you are not offering training to your employees, you are going to be behind competition in this fast-changing marketplace. Nowadays, not offering any learning opportunities inside or outside of the workplace is like having non-competitive pay. People expect to have them or will go to where employers offer it.

7. Don’t let Toxic Workers Poison Talented Employees

This is crucial. Even if you offer the best wages in the market, pay for your employees’ tuition, and have the best leader/boss around you can’t let toxic workers impact your company. They will make your best employees leave out of pure contempt. It might not seem like a problem at first, but eventually, people get tired of the same person’s harmful behavior. If you don’t fire noxious individuals because you are afraid of the economic cost, you eventually will face bigger problems as your top employees start to leave.

Conclusion

You need to keep your employees happy and productive. To do so, you need to offer good wages, career opportunities, and a diverse workplace. You need to be a good leader and avoid lethal people inside the work environment. If you apply these seven concepts, you will have few problems with a discontented workforce heading for the door.

If your high performers are quitting, let Flexicrew help find strong replacements quickly.  Don’t wait!  Contact one of our professional recruiters today!

Ask the Flexpert…What’s the Importance of Training and Development?

The importance of training programs to employees and the employers is exhibited in eight different ways:

Improved employee performance

The employee who has undergone thorough training has necessary skills, knowledge, and abilities to perform his/ her task better.  A skilled and confident employee will embrace his/her employer based on overall production.

Employee satisfaction

The company shows appreciation to its staff and thus employees feel valued and motivated.

Addressing weaknesses

Workers have varied abilities, skills, and knowledge. This is why teamwork is emphasized most in team building exercises. This training also creates a valuable connection between employees.

Consistency

Equips the employees with enough competencies and experience. The consistency results in enhanced performance.

Increased productivity and quality

If the workforce is motivated there is an observable growth rate in productivity and encourages the company to implement more training courses.

Increased innovation

The workforce needs training in order to fit in with the rapidly trending automation advances in every market.

Reduced employee turnover

Employees who are trained on how to operate and maintain modern industrial equipment and systems are likely to feel valued if investments are made in their career and less likely to leave employers who value them.

Enhances company reputation and profile

Helps to develop an employer’s brand and makes a company a prime consideration for graduates and mid-career changes.

So training and development offer both employers and employees with advantages that make the time and cost a valuable investment.

Call on Flexicrew to get some useful ideas how training and development are worthwhile for you to implement.

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.