Four Tips to Fight Back Against Employee Turnover

High volume employers will always have areas of their business where employee retention is a must.

You want to maximize the time you have people on board. That can’t happen when talent is chomping at the bit, ready to leave when you need them most.

No matter your business, you need top-notch people to stick around. Otherwise, it can send you into operational disarray and financial ruin. Any extra time that your organization’s roles remain unproductive cuts into your ability to be profitable.

Businesses employing high volumes of people must be doubly careful to prevent unnecessary turnover. And the first step to mitigating this issue is by reading the tips below:

Create a Workplace for Different Kinds of Workers

Diversity isn’t only about hiring people who look different or are from various backgrounds (though that is important); it’s also about welcoming all personality types.

Within any workforce, there’ll be some talent that enjoys socializing while others enjoy dead silence. One employee might want ergonomic chairs, whereas someone else prefers a standup desk.

Office environments should be versatile in catering to employee preferences. Implement different working stations such as:

•     Group tables with projection monitors
•     Social areas
•     Silent rooms with blinds that can be drawn and doors
•     Customizable workstations for individual staff

This means your team members will have the environment to thrive and will feel supported. Those are two critical factors in preventing turnover.

Provided your business is a storefront environment, find other ways to cater to talent’s preferences.

Offer Appealing Compensation

You could be a tremendous boss who cultivates a welcoming office (or another workspace) environment. Unfortunately, if that positive spirit isn’t reflected in your employees’ paychecks, it may as well not exist.

How do you know what’s appropriate? Take a look at industry rivals and see what they’re paying people in similar positions. Provided you’re falling under that benchmark, you should expect your team members to take it personally.

This isn’t a suggestion to overspend on talent. You need to turn a profit so you can afford to pay salaries, after all. Instead, find out what compensation is valuable for both you and the employees. Part of that means looking for median salaries in similar positions.

Be geographically specific with your salary research. This approach will account for the cost of living in a given area.

Perform Exit Interviews

Nobody’s perfect. With the best intentions, it’s possible to make mistakes that rub an employee the wrong way.

When an employee leaves your company, sit them down and have a transparent discussion about where you might have misstepped. Be honest and friendly, conveying that you’ve taken nothing personally. And ask what you can improve. You might find you did nothing “wrong,” and it was just the best decision for your former employee’s career or personal life.

View this as “customer feedback,” using the insights you garner to hone your employee retention strategy.

Bringing on the Ideal Candidates to Start With

This suggestion is – of course – easier said than done. However, the way to ensure that employees stick around and offer value for your high-volume work environment is by bringing on the ideal hires.

Unfortunately, when you’re hiring lots of people, you can overload yourself, and it becomes harder to differentiate candidates’ quality.

Filling out your high-volume employee roster is akin to completing a complicated puzzle. It requires tons of strategy and effort focused on the recruitment process.

Fortunately, you don’t need to tear yourself away from your other business operations. Hiring a high-volume staffing firm like Bear Staffing ensures you find people that fit every role–no matter how many vacancies you need to fill.

Contact us today; we’d love to be your high-volume staffing solution.