http://oureverydaylife.com/high-turnover-rate-say-management-13696.html
This one is solely about management.
All of these have been posted with the belief that a management personnel WANTS to retain staff. We acknowledge, this may not be the case. However, if you have a good team and want to retain your employees, here is advice for you. You may have seen these in one of our other two posts so far today. This should serve as a reinforcement of what to do & not to do. Three separate articles stating some of the same things. Take note.
1. Bad Management: Remember -- COMMUNICATE WITH YOUR EMPLOYEES. Let them know what you expect from them, and also, what is happening with the company. Let them see the bigger picture as much as they need so they can know where they have to step up or be motivated by the prosperity of the company.
2. Burn Out -- If a work load is, "too high," the pay, benefits, and recognition are probably too low. A high-stress job should come with A LOT of perks. Perhaps you think that it does not matter if somebody quits because there are ten people there to take his (her) place.
It matters.
It matters because it costs to train people (if you care if things are done right). It matters because people notice the high turnover rate and will decide not to apply there. It matters because burn out means that somebody is not looking for a job right away, but, may be filing for unemployment benefits. Most importantly, it matters because you know how, collectively, we, The American Public, get frustrated because some kid cannot get our order right at a fast food place or aisles aren't open at a grocery or box store because the business is understaffed? This is the result of high-turnover. If you gave the kid more incentive to remain with the company, he would perform better, and, perhaps rise through the ranks. If it was not treated as a job en route to something better, he may remain longer, and be more motivating to those there, even after s/he is gone. Not everybody is right for every job. The average office worker could not do the job that a fast food or box store employee does. All it takes is one whistle-blower to alert the media what goes on behind closed doors. All it takes is one disgruntled customer to stop coming back and telling those s/he knows to shop the competition.
It matters.
3. This Is NOT The Job For Which You Signed Up! If your employee thought they would be doing one thing, but you have them doing another, do NOT expect to retain them you horrible lying liar!! Be honest about the position, the requirements, and your expectations in the listing and in the interview. They need to know what you want before they cost you money. Remember a few weeks ago when we mentioned one of our workers was given a bait and switch -- she thought she'd have an office job but it turns out, it would have been a second shift factory job? At least she knew before she filled out work forms. Though this is an extreme example, do not downplay the actual job, either. "Appointment Setters," is code for, "Telemarketing," in one business. You want the best, most qualified people for the jobs; do not waste their time and your business' money. That makes you look bad.
4. Acknowledge Awesome Employees. Or even when an average employee does something awesome. We have mentioned this in our other two posts, you MUST do this. Let them know you know they exist. It is so much easier to criticize the employees when things go wrong, but, why did they go wrong? Because you did not inform them what they need to do or do right. If they do something right or exceptional, let them know you noticed.
5. Stressful Workplace. Directly from the article, "A continual exodus of talent can indicate a stressful, unstable work environment of ever-changing job titles, workloads and supervisors. One reality of this situation is that some people lose their jobs, which doesn't inspire the survivors to put down roots, according to "Forbes" magazine. This situation also makes itself felt through departmental turf wars that pit employees against each other. Faced with these situations, employees will opt to go elsewhere than stay in an unhealthy atmosphere."
~Cheers!
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