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5 Ways to Avoid High Employee Turnover

September 15th, 2014

There are few obstructions to business more significant than high employee turnover. If you are constantly scrambling to fill holes in your workforce, you rarely have all the resources you need to complete projects, and have to invest unnecessary amounts on time and money on an endless recruiting process. You can avoid this frustrating phenomenon by following these five strategies.

Recruit Based on Cultural Fit

Recruitment is often focused on competence, but looking for candidates that fit into the culture of your company is just as important. Employees rarely leave because they can’t meet the demands of the job, they leave because they don’t like the work environment. Looking for prospects that share your organizational values and philosophy and pair well with your office culture is one of the surest ways to find loyal employees.

Institute a Trail Period

A number of companies has been able to reduce turnover by instituting a trial period into the recruitment process. After being hired, an employee has typically three months during which they can assess their fit with the company. If they choose to leave, they don’t have to worry about a negative recommendation or a blemish on their resume. Employees that make it though the trial period are more motivated to stay, plus, the employer has had the same opportunities to evaluate the fit.

Be Flexible

Offering a more flexible schedule is a minor concession on the part of the employer, but a major benefit to employees. It allows them to create a more manageable work/life balance and helps them feel like their contributions are being valued. Consider offering work-from-home opportunities, flex time, or unconventional scheduling.

Rely on Employee Referrals

One of the most reliable ways to find employees that are a good fit for your office is to rely on the judgment of people who already work there. Ask your existing employees if they can refer someone to fill a vacancy and you are much more likely to get a candidate that integrates well into your culture and is willing to make a long-term commitment. This strategy also empowers your existing employees by allowing them to help pick the people they will work with everyday.

Develop an OnBoarding Program

Onboarding programs are designed to help new hires assimilate into a new company while giving them the tools they need to feel comfortable and to be successful in their job. This helps eliminate common sources of employee dissatisfaction and workplace anxiety and also demonstrates a commitment on the part of the employer to the well being of the new hire. Plus, onboarding programs give employers a chance to evaluate a recruit’s performance and growth, which can help weed out employees that are doomed to fail.

The takeaway is that reducing high employee turnover starts with effective recruiting. Instead of motivating the wrong employees to stay, pick the right employees from the start. Find resources to aid your search by partnering with The Concorde Group.

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7 Steps to Ensure Retention of Top Performers

September 13th, 2011

May 11

 

Did you know that in an average workday, over 80% of all employees are actively engaged in the pursuit of other employment, according to a recent career post on Monster? While this may seem sneaky, it’s actually the norm because it can be challenging to leave one job without having another lined up. That’s especially true in this day and age when top performers are proactively seeking greener pastures. Having a solid employee retention strategy is absolutely vital for the success and growth of your organization.

How can you hang onto your best employees and deter them from seeking opportunity elsewhere? Here are seven steps to ensure retention of top performers.

  1. Identify Skill Sets and Talents – The key to keeping the best employees on board is realizing what knowledge skill sets and talents are needed to get the job done company-wide. Each job type has specific requirements, and top performers exist at all levels. Do an inventory of these skills and you will easily identify your best employers who you can groom for bigger responsibilities and assignments that are more rewarding.
  1. Focus on Employee Development – Once employees are on the job, it’s not uncommon to become frustrated by a lack of development support. Give all employees the chance to learn new skills, take on higher responsibility, be part of progressive projects, and work into new and better roles within the company. This can eliminate the need to seek career development elsewhere.
  1. Provide Mentoring Opportunities – Mentors can be a great source of inspiration from within a corporate environment. Immediate supervisors can often become overburdened with managing so many employees at once, so they can forget about employee development initiatives unless they are continually reinforced. Instead, utilize the skills of more experienced employees to help newer or struggling employees find their permanent spot within the organizational chain.
  1. Develop Continual Training Methods – Enough cannot be said for corporate training as a way to prevent employee dissention. Training gives all employees the ability to learn new skills that they can immediately apply to the workplace, to make it more productive. Additionally, being an education driven company can increase the likelihood that employees will stick around to work on certificates and degrees so they can take on better internal jobs.
  1. Keep Top Performers Challenged – The main reason, besides financial needs, that top performers move on is that they are not challenged enough in their current role. Overachievers tend to need something to keep their attention and without enough stimuli at the office, you can expect them to leave very quickly.
  1. Offer Stepped Promotions and Incentives – Employees need a reason to be at work every day, besides a paycheck. By offering a series of stepped promotions and regular employee incentives, you can give your top performers something to strive for. Therefore, they may just hang around a lot longer if they know they can expect positive feedback and praise for a job well done.
  1. Promote Work Performance – Lastly, make sure your corporate environment is one that promotes performance for pay. Instead of allowing employees to slack off or take advantage of others, establish clear paths for success in the office that all employees can achieve. Encourage friendly competitions, set periodic goals for employees, and make sure that your top performers feel challenged at work.

Want more information about developing a workable employee retention strategy? Contact Concorde Personnel for support and guidance.

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