How to reduce employee turnover
within your organization
There are various causes of high employee turnover. Some causes are more persistent than others. However, there are solutions! Below you’ll find eight causes and the solution.
No opportunities for advancement?
Lack of advancement opportunities is detrimental. Lifelong learning is now the norm. Employees don’t just want to work; they also want to develop themselves by expanding their knowledge and skills. Does your organization offer little room for advancement and development? Then this could be a reason for high staff turnover.
- Make sure there is a variety of training options, including ‘on the job’ training. Encourage development. Give employees every opportunity to continuously enrich their knowledge and skills.
Unpleasant company culture?
Research has repeatedly shown that there is a strong link between company culture and job satisfaction. The atmosphere within an organization directly impacts your employees’ satisfaction and productivity. Unhappy employees are less motivated and far less likely to remain loyal to the same employer for long.
- Start the conversation: Regularly and proactively check in on your employees’ well-being. Do they still feel like they’re in the right place? Are they satisfied with their relationships with colleagues and their manager? Do they have suggestions for improvement?
Manager...?
It happens more often than you think: Employees who leave because they have no confidence in their manager (or even dislike him or her).
- You can prevent this by hiring the right managers. Additionally, you can offer managers special training or workshops to sharpen their social and communication skills.
Unsatisfactory compensation system?
Everyone wants to be properly rewarded for their efforts. Poor compensation is a common reason for people to leave. And ‘compensation’ is not just about money, but also secondary employment benefits, such as leave arrangements, a pleasant working environment, and opportunities for advancement or training.
- Offering bonuses or salary increases for good performance, combined with a strong package of secondary benefits, is a good way to retain your staff for longer.
Employees feel undervalued?
Appreciation for work is just as important as good compensation. The feeling of being undervalued is a key reason many employees look for a new challenge.
- Give compliments or reward good work with a small bonus or thoughtful gesture. And try to create a working environment where collaboration is central.
Unequal treatment?
Many people have a strong sense of justice. If there is favoritism or unconscious preference (coming from management or the board), it’s a ticking time bomb. And a deal-breaker that drives high employee turnover.
- Equal opportunities for all. If you allow one employee to work from home regularly, you should offer colleagues in similar roles the same option.
Work is not meaningful?
Work today is about more than just doing tasks to make a living. Employees find it important to do meaningful work. There’s a good chance they’ll look for another challenge if they feel they’re not adding value.
- Giving meaning or purpose to work doesn’t necessarily mean saving the planet. A shared vision and working together toward a common goal are often enough motivation—especially if the organization is clear and transparent about its goals.
Poor work-life balance?
Your employees want to have time for quality moments with family and friends in addition to their work. A poor work-life balance is therefore a common reason for high turnover.
- You can counteract this imbalance with good leave policies, efficient work planning, and by exploring the possibility of offering flexible working hours.
Keep your employees vital and skilled with policies focused on sustainable employability
Discover your employee’s needs by using a personal development program
Feel free to contact us for more information
