In today’s time, where the organisations turnover is directly related to employee productivity and retention, organisations should invest in preparing a turnover remedy, making quitting jobs less likely. A majority of turnover takes place in the first three months of an employee’s stay within an organisation. Leaders should start focusing on factors due to which employees leave and work towards reducing employee exit.
The reasons why employees are leaving could be; unclear concepts about the nature of the job or a misfit with organisational culture. Hence, organisations need to look out for the below-listed points to make sure they don’t lose on employee turnover.
Mostly all the organizations generally have recruiting processes in place where HR has a standard process across departments. There are other sources as well such as corporate websites, job search websites, walk-in interviews, etc., maintaining constantly open positions, and continually screening and interviewing candidates. These functions are necessary but do nothing to address the issues that lead to turnover.
Hence, to improve the recruitment process, organisations should implement a process specific to the departments. Recruitment needs to be thoughtful. It cannot be the same across verticals or departments in the organization. Organisations should start giving incentives to those employees who refer their friends or family members for the recruitment. These hires have low turnover because their family members or friends would have already informed about the nature of the job.
Once an employee accepts an offer, well structured and organized onboarding is critical for creating a good first impression, goodwill, and a strong foundation of understanding and skills. This process of onboarding happens fast so that the employees are on board as soon as possible. The exiting employees say – one of the reasons for quitting the job is that they don’t understand what is expected of them and how to execute their tasks.
Except for the initial training received during the onboarding, it is good to provide new hires with additional opportunities to acquire new skills. This clearly shows a culture that believes in investing in its employees and gives them the tools and techniques to upgrade themselves and thus succeed. This will make employees even more productive because they now know how to excel at their jobs. Employees might even set their goals on staying for a longer period than they had intended as they contemplate advancing within a company whose culture, they find supportive.
Developing good managers
Organizations must also pay attention to cultivating a work culture that reduces turnover as much as possible and keeps employees engaged. And to make that happen, organisations need to invest time and resources in training and developing frontline managers to be better leaders. They must engage with their teams and show a few critical behaviours consistently like; building trust, inspire teamwork, and coach effectively.
Hence, these pointers if considered by the organisations, they will be able to reduce the employee turnover ratio.