04 Apr Human Resources How To: Increase Retention and Address Turnover in Your Workplace
Maintaining a positive culture throughout your workplace must be a priority as a business grows. In order to maintain a positive culture and a growing business, retention must be high and turnover should be minimal.
As many employers may have experienced, turnover will most likely increase if a new hire learns that their job is not what they anticipated. It is so very important to be open and honest with all new hires as to what is expected of them. Of course, the bulk of a candidate’s responsibilities is important, but if they are responsible for emptying trash cans at the end of the day, they should be made aware of this before they accept the position in order to avoid future conflict.
A survey, recently published by the Society of Human Resources show that, “Nearly all (90 percent) of the 1,817 executives polled in a recent survey by a division of HR consulting, executive search and recruitment firm, said that new-hire retention is an issue for their organization. Over half (52 percent) said that 10 percent to 25 percent of newly hired workers leave within the first six months. Twelve percent of respondents reported their turnover figure for new hires during the first six months as between 26 percent and 50 percent.”
This is a huge number of employees!
How do we fix this issue?
First, it is the responsibilities of the company and hiring managers to paint a clear picture of what will be expected of the new hire in their new role. They are also responsible to make sure promises of resources, job structure and reporting relationships are fulfilled.
As many studies have shown, most new hires leave because they don’t like the company’s culture, they didn’t see a path for advancement, or they didn’t like their boss. A way to avoid this is to clearly explain the company’s culture prior to hire, explain to them the potential for growth within the company and include others from within the company in the interview. It is important to remember that there are questions that can and cannot be asked in an interview, and whomever you choose to include in the interview process, should be well versed in these laws.
Secondly, the on boarding program should be more than just the basic administrative processes such as entering time, submitting paperwork and logging onto the intranet. It should also help new hires understand available development opportunities to help them succeed in the organization. Additionally, buddy or mentorship programs are not only beneficial for new hires to learn about an organization, they also benefit existing employees by helping them understand the viewpoints and experiences of those new to the company.
Finally, assessments that examine traits, drivers and experiences can provide valuable insights about candidates that can be customized into development and on boarding plans for new hires. These instruments and their results can provide guidance regarding what the candidate already knows and how the company can assist in further developing the new hire.
In closing, it is important for a company to provide a workplace where the new hire feels comfortable to ask questions and reach out to management when needed and to always remember that the best way to minimize turnover is to be honest with the new hire throughout the hiring process and beyond.
If you are interested in learning more about decreasing turnover, increasing retention, creating a buddy program, or creating or solidifying a proper on boarding program for your company, give us a call to discuss your options! We look forward to assisting you in the creation of a process that will minimize turnover and further your positive culture and footprint!