A good firm is not a flat company, but it is also not a company with a sharp up and down trend; a good company may be determined by the consistency of its employees and the growing turnover on the chart from period to period.
The phenomenon of turnover is greatly avoided; various elements influence this, ranging from the system to simple convenience issues; turnover is a phenomenon that many businesses anticipate. Well, in that case, hear some of these strategies to reduce staff turnover.
Staff Turnover Prevention Strategy
In terms of reducing prospective workers to resign and migrate to another company, consider the following steps. Be sure to read and understand from the perspective of the employee rather than seeing from your perspective. Starts from the process of interviewing job candidates until maintaining the employees in your office.
Lower the pressure
It is preferable if the task provided to employees is in accordance with their ability. If an employee is unable to perform well as a leader, it is preferable to conduct a briefing or meeting to discuss the issues encountered, seek the source of the problem, and encourage as a team is one of the beneficial acts in sustaining workplace cohesion.
Equality of treatment
If you are the company’s owner or leader, you must treat all employees equally. For example, if one of them is your child, the treatment should be the same. Employees that are unhappy at their current job or work may consider changing jobs.
Salary
It is preferable if the salary is commensurate with the pressures and obligations assigned. If the UMR rises every year, the corporation should follow up with wage increases for employees. Provide a reasonable amount, especially now that fuel prices have risen.
Pathway to a Career
Employees should be provided career pathways inside the organization. A career path will assist employees who have been with the firm for a long time in gaining suitable respect in the organization and becoming a type of employee growth in holding a job.
Change of residence
This factor is one that many female employees experience; the most common reason found in the field is to follow their husbands. For those of you who have a large company and have branches, the best choice is to move the employee to a branch that matches the employee’s domicile; this is one way of anticipating the exit of potential employees rather than having to re-hire with less efficient time.
If these five criteria are applied, you may compare your company’s employee turnover rates to employees in other organizations that neglect the five factors indicated above. Let us care about employee growth and potential so that the firm may function according to your expectations without having to worry about keeping the best people.
How to Keep Employees Stay Longer
Several studies have indicated that the reason employees frequently do not feel at home is not because of a low wage, but rather the possibility to take on new projects. They frequently complain about exhausting labor, a lack of information, and a lack of challenges. People who are quitting frequently utter these phrases. Make your employees more valued by giving them employment difficulties.
One thing you should do is allow your staff to learn new things outside of the workplace. Allow workers to take on more project responsibilities to make them feel challenged. As an example, consider working as a kitchen assistant at a restaurant. Allow them to handle kitchen spices before teaching them how to cook a cuisine.
Aside from that, pay is not the most important factor for certain generations, particularly Generation Y and Generation Z. But how are they going to attain their goals at work? You must continue to communicate with employees about what they want and need.
According to Keri Higgins Bigelow, CEO of Living HR and member of the Forbes HR Council, understanding employees’ goals and requirements are not exclusively centered on income. The average employee desires and requires flexibility, enjoyment, the opportunity for growth and learning, and external initiatives. He also stated that the company’s work policies must be transparent to employees.
Employees also require monetary compensation at work. According to Max Hansen, CEO of Y Scouts, salary is a personal and emotional affair, thus business managers should consider the compensation that employees will get.
