Turnover is the highest it has been in over a decade.*
The turnover rate is even higher for the blue-collar workforce.
If businesses are not careful, they can expect to lose more than 1 in 5 of their employees in the next year.
* Source: U.S. Department of Labor
Aside from pay and benefits, there are three common reasons employees leave.
Not a good fit for the job. They were excited about the job when hired and either did not possess or weren’t trained on the skills needed to be successful.
Lack of opportunities. When organizations have a set structure and a tenure with managers and leadership, employees may feel that there are no opportunities to learn and grow.
Poor work environment. When employees don’t get along with coworkers or don’t feel supported by their manager, they leave. Plus, the new world of working remotely presents even greater challenges for building a positive work environment.
We have identified three factors that drive engagement and retention and help you ensure that your company is place people want to work.
Precision Hiring – Hire the right people for the job.
Targeted Training – Give them the training they need.
Employee Inspiration – Treat employees the way they want to be treated.
So how do you get started in addressing these factors?
We have developed a Workforce Turnover Audit to help you identify and pinpoint why employees are leaving and provide you with a roadmap to address each priority.
Our Workforce Turnover Audit audit uses a detailed inventory of job-related work experiences customized to the structure of your organization.
Through AI technology, the system analyzes and calculates the effect and interaction of the employee likelihood of leaving to their demographics, job and organization structure, and perceptions of their job, team, manager, and organization.
Using this smart data, we work with you to create a custom solution that will increase employee retention and
make you an HR Hero.
THE TURNOVER SOLUTION EQUATION
Turnover % = 1/ (Precision Hiring + Targeted Training + Employee Inspiration)
Different people were made for different jobs. Keeping employees starts with hiring the right employees. The first step in this process is to take a holistic view of the job needs.
We create a carefully thought-out Workforce Selection Factors worksheet that encompasses the many aspects needed from a job applicant, including prior experience, skills, attitudes, behaviors, motivators, and the general mental ability needs relative to the job requirements.
Employees place an enormous value on learning and personal growth. It is simply human nature to want to learn, develop, and realize growth opportunities, and there is a direct connection between lack of development opportunity and high turnover. To address this need, we analyze the data from our Workforce Turnover Audit to uncover any issues and problem areas.
And since we understand that one-size-fits-all solutions are not the answer, we develop and employ targeted, custom training solutions to address your organization’s specific needs. Our carefully tailored system of checks and balances will ensure your employees’ success.
Employees need to feel like they are important, that the company cares about them, and that they have a good relationship with their co-workers and their managers. They need to trust the values and vision of the company.
In our experience, this requires a high degree of understanding and adaptability, especially by supervisors and front-line managers. If our audit reveals a workplace environment issue, we can help you take a deeper dive to pinpoint the exact cause and develop a custom plan and process to create a workplace where employees want to be.