Monday, 08 April 2024 12:21

What’s Your Plan for Reducing Employee Turnover?

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If you’ve managed a team for any length of time, then you’ve surely realized one basic fact about the workplace: That even the happiest and most cohesive team will experience turnover eventually. People leave because they crave a change, they find a better offer, or they are simply ready to move on.

While turnover is inevitable, it’s usually not welcome. In fact, extensive turnover can be incredibly costly. It results in elevated recruitment and onboarding costs. It can drain your team’s morale, disrupt customer service continuity, and more. Above all, extreme turnover is a major red flag about your company culture.

But while you can’t always avoid turnover, sometimes you can minimize its frequency. It all starts with developing the right plan.

Planning to Reduce Employee Turnover

There are a handful of steps we’d recommend as you develop a plan to reduce employee turnover.

Hire with Diversity in Mind

One important way to ensure your team remains highly functional, even with the occasional departure, is to hire with cross-coverage in mind. Be proactive about hiring people who bring different skill sets to the table, as opposed to laser-focused specialties.

Develop a Transition Plan

When you do have an employee leave, it’s important to have some kind of a template, allowing you to guide a smooth transition. Maintain an internal document denoting the expectations for employees during their final weeks: What do they need to complete, and to whom do they need to pass off their unfinished projects?

Train for Cross-Coverage

When one employee leaves, another employee will likely need to fill their role and perform their duties, at least until a new hire can be made. Invest in cross-coverage training, ensuring your employees are prepared to step into new responsibilities as needed.

Be Strategic About Delegating

Empowering your employees to take on new projects and duties can accomplish two things. One, it shows existing team members that you trust them, which can go a long way toward boosting satisfaction and retention. And two, it shows employees that they can be flexible and adaptive, even when there is a sudden departure.

Normalize Time Off

It’s much better to have employees take vacations or sabbaticals than to have them burn out, then quit. Create a culture in which people feel like they can take their PTO, even if that means the occasional mental health day. Remember, this is an area where you can lead by example: When the boss or manager takes time to recharge, everyone else will feel the freedom to follow suit.

Plan for Turnover

Turnover happens, but with the right strategy, you can mediate its effects. Questions? Reach out to the FullHR team any time you want to chat.

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