employee turnover

40+ Ways to Reduce Turnover & Become a M.A.G.N.E.T. Employer

Employee turnover is running rampant in most organizations today. As retention experts, we continue to compile effective strategies for reducing turnover. Here’s a list of suggestions to consider in order to become a more attractive, or M.A.G.N.E.T., employer.

Management Effectiveness

Organizational Strategies

  1. Implement (or reinstate) a management/supervisor training
  2. Conduct self-assessments for all leaders
  3. Ensure managers and supervisors have the resources they need to be successful
  4. Conduct employee surveys quarterly to determine why people are really leaving

Manager Strategies

  1. Provide frequent feedback to all staff
  2. Appreciate any job well done – even if it’s an employee’s job
  3. MBWA (Manage by Walking Around) instead of sitting behind desk
  4. Integrate team-building activities into meetings
  5. Schedule one-on-one check-in meetings with staff regularly

Attraction & Recruiting

Employer Brand & Attractiveness

  1. Ensure retention is top priority – otherwise recruiting efforts are a band-aid
  2. Maintain strong employer brand in city/community
  3. Check Glassdoor.com for reviews and improve upon what you can
  4. Pay hourly staff weekly and offer immediate access to accrued pay
  5. Create “Selling Points” document highlighting reasons to work for your company

Recruitment

  1. Ask marketing to write attractive job descriptions and remove jargon
  2. Text applicants if calls and voicemails are not returned
  3. Move candidates through the application process more quickly
  4. Use an effective Applicant Tracking System (ATS)
  5. Implement valid hiring assessments
  6. Contact new hires prior to orientation to discuss expectations and share excitement
  7. Offer job shadowing for a more realistic job preview

Guidance Upon Entry

The New Day One

  1. Ensure new hires feel welcome on day one with signage, lunch, welcome bags, favorite snacks, etc.
  2. Provide a list of common industry/organizational jargon and acronyms
  3. Ensure tour includes history, culture, and VIPs
  4. Gather feedback from new hires about their orientation experience to continue improvements

Onboarding

  1. Ensure handbook/policy language reflects intended culture and is jargon-free
  2. Offer additional onboarding for those new to your industry
  3. Provide new hires with a mentor for answering questions in first month
  4. Ask within 3 days if new hires have everything they need
  5. Schedule 30/60/90-day check-ins with new hires
  6. Train managers on onboarding tactics to ensure new hires are well-trained

New Staffing Models

Scheduling Changes & Flexibility

  1. Adjust shift start/end times to align with workforce needs
  2. Offer more shift length options (12, 10, 8, 6, 4 hours)
  3. Base shift/holiday preferences on performance, not seniority

Broader Advancement Opportunities

  1. Create competency levels (1, 2, 3) to allow employee promotions within their current roles
  2. Make list of education scholarships/grants available in your area (Rotary, Kiwanis, nursing schools, etc.)
  3. Assign mentorship (in both directions), special projects, cross-training and stretch assignments

Empowered Retention Champions

  1. Before hiring a new recruiter, consider hiring a retention director
  2. Assign “Culture Keepers” or “Employee Ambassadors”

Trust through Transparency

  1. Ensure managers can explain why policies exists
  2. Stop allowing seasoned workers to “eat their young”
  3. Reinstate/revamp a newsletter
  4. Hold staff meetings in each department
  5. Hold town hall meetings inviting all staff

To learn more about how to reduce turnover, check out this infographic: “6 Stats That Speak to Employee Retention.”

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About the Author 
Cara SillettoKeynote speaker, workforce thought leader, and an “entitled” Millennial herself, Cara Silletto, MBA, works with leaders in healthcare and beyond to understand the impact of the shifting workforce and reduce unnecessary employee turnover. Visit www.crescendostrategies.com for more info or contact her at cara@crescendostrategies.com.

 

 

 

 

 

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