Staffing Management

Reducing Turnover

By Staff Report

Sep. 4, 2013

The very best steps might be the least obvious. Employees stay or leave for managers and rarely leave for pay or benefits alone. More common reasons for leaving include lack of (or no) recognition, no career plan, inflexible work schedules, boredom with the work, or a feeling of being overwhelmed with stress.

More money makes none of these things better.

Nearly all companies trip over each other rushing to the wrong solution. They believe an employee-of-the-month program will solve recognition. Think a brown-bag lunch presentation is the equivalent of offering career growth. Think poor communication will be fixed with a town-hall meeting. Think reducing stress means bringing in a masseuse.

What’s missing in all these “fixes?” It is the manager who builds a better relationship with his team members by focusing on issues that matter to them the most.

So what to do? Try these two solutions. First, quote data (there are quite a few really good studies on engagement available) that presents data proving that bosses drive turnover and retention – and engagement and disengagement. Ask your executive team to hold managers accountable for retention (against pre-established goals) and publish a monthly report as a reminder.

A starter quote might be this one from First, Break All the Rules written by two Gallup consultants: “If you have a turnover problem, look first to your managers”.

Then secondly, train your managers to conduct stay interviews with their teams. Many HR professionals are learning that engagement surveys bring data but no solutions, while exit surveys provide information only after people leave. Stay interviews give managers a complete solution kit based on individual employee feedback. Managers then help employees to learn new skills, hear positive feedback, and even adjust their workloads as necessary. In other words, managers own the responsibility for talent development — which is the way it was always meant to be.

Dick Finnegan, C-Suite Analytics, Longwood, Florida, author of Rethinking Retention in Good Times and Bad and The Power of Stay Interviews for Engagement and Retention.

About Workforce.com

blog workforce

We build robust scheduling & attendance software for businesses with 500+ frontline workers. With custom BI reporting and demand-driven scheduling, we help our customers reduce labor spend and increase profitability across their business. It's as simple as that.

Book a call
See the software

Related Articles

workforce blog

HR Administration

Rest and lunch break laws in every US state

Summary Federal law does not require meal or rest breaks Some states have laws requiring meal and rest ...

workforce blog

Staffing Management

What is labor forecasting?

Summary Labor forecasting helps businesses determine where, when, what kind, and how many employees are...

demand forecasting, labor forecasting, labor modeling, staffing

workforce blog

Staffing Management

How staffing agencies can better manage a remote workforce

Summary As remote work continues its rise, modern workforce management technology is being adopted – st...

remote employees, scheduling, staffing, time and attendance management