Suggestions for Cutting Staff Turnover

One way for organisations to cut costs is to reduce staff turnover. Recruitment and training costs are high, even when they’re just the ‘invisible’ costs of staff time. Keeping employees for longer is a great way to save money.

Based on experience, here are some ideas for lowering the rate of staff turnover:

1. Keep in touch. 

A good manager knows how their staff are feeling about things because they ask them. They give plenty of opportunities for feedback about minor and major issues. Employees have opinions and having time to share them is appreciated. This can often be achieved informally by asking simple questions at the water cooler such as ‘What do you think about the new office layout?’ Informal conversations are often very revealing of how people are feeling about an issue and a good way to help build relationships.

2. Let people know you care.  

Too many managers think that because their staff get paid to work any additional words of encouragement or appreciation have to be a hard-earned bonus. A good manager makes a point of regularly thanking their staff for what they do and giving words of encouragement, even when things are going wrong. Most employees are willing to learn from mistakes but they don’t want to be patronised or made to feel inadequate by a poor manager.

3. Deal with problems immediately. 

An employee with a bad attitude requires prompt action. A good manager takes steps to identify the problem, which might be an issue in the workplace or in their home life. The employee needs support where possible, but sometimes it’s necessary for them to move on. Whatever happens it must be done professionally – other employees will watch and take note.

4. Train people. 

Too many managers and organisations undervalue training. Different people need different amounts, but a well-trained employee is usually happier and more efficient. A good manager looks for training opportunities that can be integrated into the workplace so as to cause minimal disruption. Employees feel valued when they are given training opportunities.

5. Plan for the future. 

A good manager understands that their staff are people with aspirations. Some might be happy to do the same job for years and years, but others want to move on. By understanding employees’ career hopes means that they can be offered opportunities within the organisation rather than needing to go elsewhere. Some people will need to leave because the opportunities don’t exist with their current employer, but their contribution should be valued and they should be supported in their move and not made to feel as if they being disloyal in some way.