If “employee turnover” is the worst thing anyone can say to you, you might be working in an HR department! People quit their jobs for all kinds of reasons. What stays constant is that when it happens, it’s not a fun day for someone. Managers don’t like having to train new staff to replace the ones who leave. Accountants don’t like figuring out the final paychecks. And HR personnel don’t like having to schedule an impromptu exit interview. Worse yet is handling damage control. And no one likes wondering “what went wrong?” So, how can your company reduce turnover and keep its people happier to work there?
Know Your Limitations, But Strive to Expand Them
The first thing to consider is that there will always be some turnover. Each employee has to choose what’s best for themselves and their career. Not every employee wants to spend their entire career in a single company. In fact, these days, it’s less likely that such would be the case. So, some employees are going to leave, and there’s nothing you can do about that.
As for those who would like to stay, there are some things you can focus on. These principles will make a difference for them, and help them decide not to quit and leave you hanging.
Focus on Growth Opportunities
Every worker needs to know that if they want to progress in their career, they can do it with you.
No one flourishes while their career is stagnant; it’s a contradiction in terms. If your employees don’t see how they can flourish in your company, they’ll look for greener pastures. Create opportunities by always trying to promote from within the company wherever possible. Make sure that all employees know when postings arise, and encourage them to apply for them.
As long as possibilities are growing, employee turnover becomes less of an issue. Expansion creates new niches, so it’s easier for everyone to fit in and help the organization to advance.
This is the keystone of all human resources activities. You can reduce employee turnover a great deal by fostering good communication. This matters throughout an employee’s entire relationship with the company.
Make sure to insist on openness and honesty, both from employees, and from yourself. Start from the first application for an entry-level position. Continue all the way to the necessary exit interviews. By doing this, you’ll gather real and actionable feedback. It will help you make better hiring decisions. You can also put forward more effective suggestions for internal company policy improvements.
Don’t rely only on your own efforts here, though. As an example, a tool like RVW BOT makes your life easier in this area. It helps you communicate the need for honest employee reviews of the company on job search sites. It becomes one less task you have to worry about, so you can dedicate more attention to your people.
The end result of this kind of communication will be a more effective company culture. Employees will find it refreshing and pleasant to work in. You’d have to give them an exceptional reason to want to leave all that behind!