Employee Turnover Prevention

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Here are some factors which can be used to prevent Employee Turnover

Codify requirements for people managers: Don’t leave it to chance that front-line supervisors are checking in with their reports regularly or that they are discussing the factors that cause people to leave—including compensation, career path and better work-life balance. Remember: What’s important to one high performer may not matter to another. It is absolutely crucial that managers uncover individual motivations and understand what will cause a person to not only continue to perform, but become deeply engaged with executing the company’s vision.

Be proactive about communicating openings within the company: When it comes to career development, people who leave are often looking for paths to grow and develop new skills that they believe are unavailable within the company. By publicizing opportunities to move to new roles—and making sure there are no adverse effects for applying—HR can both minimize recruitment costs and aid with retention.

Analyze attrition data in detail: If one department is losing people at a higher rate than other groups, delve into why. It could be the nature of the roles within that team, or it could be that leaving employees want better communication and support from their managers, who they expect to treat them with professionalism.

Communicate, communicate, communicate: By increasing communication with employees via town halls and surveys HR can highlight company vision as well as practical but important items like employee recognition programs, professional development opportunities and new benefit.

 

References 

Holliday,M.(2021)What is employee turnover & why it matters for your business.[Online]Available at https://www.netsuite.com/portal/resource/articles/human-resources/employee-turnover.shtml.Accessed on 17th April2022  

Comments

  1. Rumesh AbeyrathneApril 22, 2022 at 10:44 PM

    In my opinion, many of these flaws can be attributed to a company's culture, which might include things like the company's values, career possibilities, remuneration and perks, work-life balance, and the influence of senior leadership. Employee retention can be predicted by factors such as company culture, remuneration, and people continuing in the same function for an excessive amount of time. hence, we have to focus our attention to prevent and limit these factors in order to prevent employee turnover.

    ReplyDelete
    Replies
    1. Gayan SarathchandraMay 6, 2022 at 6:42 PM

      Training & development also give the opportunity to grow people and help to prevent voluntary turnover.

      Delete
  2. Anuradha Charuni RathnayakeMay 6, 2022 at 10:40 AM

    In any business, the turnover of employees should be expected to a certain extent. Reducing employee turnover affects a company's profits. Obviously it is very important to have enough people with the right skills to achieve business plans and goals. In addition, finding the right people is becoming more and more challenging (and expensive).

    ReplyDelete
    Replies
    1. Gayan SarathchandraMay 6, 2022 at 6:57 PM

      Yes. Multi talented employees will be a asset to the company.

      Delete

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