Today’s blog comes from Chief Operating Officer, Jeff Lefton, here with thoughts about employee turnover.
When your organization experiences a high degree of employee turnover, there are a couple of things to consider.
Two Questions to Consider
First, what sort of employee turnover are you dealing with? Don’t just look at turnover as a singular occurrence. Break it down into different categories, then focus on those segments that are particularly problematic for your organization. Categories may include:- Voluntary turnover. Some employees will leave due to life changes, such as retirement. Such turnover is inevitable — but the good news is, you can plan for it.
- Involuntary turnover. This isn’t always a bad thing — for instance, if the departing employee was a poor performer, or a poor fit with your culture. But involuntary turnover of good performers — particularly high-potentials — should be cause for concern.
Five Common Employee Turnover Issues — And How to Answer Them
Here are five reasons for turnover that we commonly see, and some suggestions for addressing them.- Employees who feel overloaded with work — stressed out, with not enough personal/recreation time.
- Implement measures to improve work-life balance.
- Add social activities to boost employee morale.
- Explore ways to reallocate work, or to make the workload more manageable.
- Employees who believe the organization lacks advancement opportunities and seek better prospects elsewhere.
- Commit to a policy of promoting from within, where possible.
- Communicate that policy throughout the organization by improving internal job postings.
- Consider increasing employee engagement through job rotations, mentoring, special assignments, and action learning.
- Initiate individual development plans for all employees.
- Suggest a variety of development options for the competencies an employee wants to improve upon.
- Employees who dislike their boss.
- Train supervisors in people skills like communication, listening, and resolving conflict.
- Use 360° surveys to provide feedback in how supervisors really come across to their direct reports — and how they can be more effective.
- Consider executive coaching for the boss, or coaching direct reports on how to work with others more effectively.
- Employees who dislike the work they do and the assignments they get.
- Learn more about what employees like/dislike. Can their work be altered to make it more enjoyable for them?
- Think about stretch assignments, job rotation, international placements — ways to get employees excited about work.
- Implement career planning, and help your employees build a plan toward more fulfilling work.
- Employees who are displeased with their compensation.
- Research salary levels to see if your organization’s pay is appropriate.
- Clarify the organization’s pay philosophy: Do you pay at the low end? Average? At the high end? Why?
- Better understand employee concerns related to compensation. Are they dissatisfied with their wages? The benefits plan? Their bonus — or lack thereof? Better understanding can help you find solutions that are workable for the organization.
