Your employees should help to push your business forward, but that’s not necessarily guaranteed. Your employee situation could sometimes prevent your business from achieving its operational goals. This will almost certainly be the case if you have high employee turnover. After all, success comes from sustained progress, which can’t happen if it’s constantly being interrupted by a changing of the guard. Plus, it can cost a lot of money to hire and train new employees. Once trained, you want them around for a long time to come.
The good news is that you can always do things to improve this aspect of your operations. In this blog, we’ll look at some tried and tested methods for pushing your employee turnover rate in the right direction.
Why Are You Hiring This Person
If you don’t know what you’re looking for, you can’t be surprised if a new employee does not quite work out. When you’re looking to bring someone on board, it’s a good idea to have a clear grasp of the role, the type of person, and the goals that you’re looking for. If you can’t explain the role within a few minutes, it’ll be time to return to the drawing board — it might save you from making a big mistake.
The Right Cultural Fit
If there’s one mistake that employers make, again and again, it’s spending too much of their time focusing on the prospective employee’s resume. You’ll learn plenty from that all-important document, but there’ll also be plenty of things you don’t learn. A person could, on paper, be an outstanding prospect for your business. However, if they’re not the right cultural fit, then it’ll be more likely that they will run into problems. An innovative, disruptive force would not make much cultural sense for a traditional company.
Understand the Person
A candidate will always put their best foot forward. After all, they’re trying to get a job! They’re doubtful to go on about their shortcomings or other details that may make you think twice about offering them the job. But of course, it’s not as if you can take any chances with your business. For that reason, it’s good to dive a little deeper, so you can be entirely sure who the person you’re bringing on board is.
You can also learn a lot by understanding what is on a 12-panel drug test and seeing how your prospective employee does on the test. It’s also important to follow up with any references. You may consider conducting a more in-depth background check, especially for a role that handles the company’s sensitive information.
The Onboarding Process
Studies have shown that employees are much more likely to succeed at a company if the onboarding process runs smoothly. Oddly, some companies don’t have any onboarding process. They hope or assume that the new employee will succeed instantly. However, the truth is that even the most talented person in the world would struggle to find success if there’s no onboarding process. If your company lacks in this area, consider creating a comprehensive employee onboarding checklist. You’ll find that not only do employees stay with you longer, but they also begin producing results more quickly, too.
Have you ever heard employees saying nice things about your company? Employer branding is how a company expresses its reputation and markets its employment experience. It seeks to envelop employees’ value from their relationship with an employer. Promoting this can communicate the value of working in your company, help employees appreciate employment benefits, and enhance employee-employer relationships.
Cultivating a positive company culture can make your employees feel acknowledged and cared for. Therefore, they will positively communicate their well-being to others, increasing your company’s reputation. Building strong employer branding can retain employees, make them happy at the workplace, attract talent, and reduce employee turnover.
Pay Them a Higher Salary
You could do all the other things on this list, but if you don’t pay well, you’ll risk having a high turnover. Earning a higher salary is the only reason employees seek a new job. And that’s the fundamental truth about salaries — if you undervalue your staff, they’ll eventually leave you. It’s a good idea to keep an eye on the industry standard and then ensure that you’re meeting or exceeding that rate. You’ll need to look at your operations if you can’t afford to pay your staff well. As well as paying a good salary, there’s a lot of merit in offering other incentives and benefits.
Create a Friendly Environment
Finally, work on creating a friendly environment for your employees. No one likes to work in an unwelcome, unfriendly office. Creating events that allow your coworkers to get to know one another can be an excellent idea.