All’s fair in love and war, and you can add a business to the list too. Employees are grateful for a chance to showcase their skills, but they aren’t loyal. As soon as a better opportunity arises, workers will jump ship and leave you in a hole. In fact, employee turnover can be a huge expense for many businesses. Every time an employee leaves, you are forced to start the hiring process again. While there are no guarantees, there are ways to minimize the chances of this happening.
Select The Right Person
Normally, the right person for the job is the one with the most experience and the best qualifications. Although a resume says a lot about their career, it tells you nothing of their personality. And, their character is essential in employee turnover. If they are ambitious and amoral, the odds are high they will use the role as a stepping stone. People with empathy will more likely find it harder to pull the trigger. To find out more about them as a person, introduce behavior testing into the interview process.
Focus On Growth
One of the main reasons people leave is the money. Everyone wants more of it and won’t stop until they get enough. Of course, what bosses don’t see is the extras which come with the new position. A balance between work and life is essential, as is moving through the ranks and securing more power and responsibility. Extra cash is a bonus, but it isn’t the only thing employees dream of at night. So, certain people will need a chance to move forward and grow. You can do this through internal promotion or creating a new role. Sometimes, being a health and safety officer is enough.
Training
If workers are going to take on more responsibility, they are going to need new skills, which is where training comes into play. To begin with, there needs to be a professional and respectful atmosphere. Otherwise, no one will take it seriously and it will be pointless. Training room rentals are excellent because a new environment shows you are taking it seriously. Secondly, hire a professional and let them develop a program. There is nothing worse than a half-baked scheme which has zero targets and isn’t educational.
Research The Market
Last but not least, never forget the competition. After all, they are the ones that are trying to poach the talent. As such, it is only logical that you keep up to date with their policies regarding payment and workplace flexibility. Without researching the topic, you won’t know what they offer and won’t be able to provide a competitive alternative. Get an agency to do some digging to find out the median wage for employees in the industry. Also, break it down by levels and seniority.
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