Human Resources

10 Ways to Reduce Turnover in your Organization

Recently, the Society for Human Resources Management polled U.S. employees regarding factors that contribute to their overall job satisfaction. Check out the results and learn what you can do to reduce turnover in your organization!

  1. Respectful treatment 72%Happy smiling business woman showing her thumb. Success.

Show your employees they are respected by demonstrating a few simple, yet powerful actions.

  • Lead with courtesy, politeness, and kindness.
  • Be open to their opinions and ideas.
  • Apply Covey’s 5th Habit: Seek first to understand, then to be understood.
  • Use employee suggested improvements to workflow. When implementing an employee’s suggestion, let it be known it was their idea and never take the credit for yourself.
  • Never use rude or insulting language when dealing with a difficult situation. Professionalism and respect for the individual must always come first.
  1. Management­ – employee trust 64%

Allister & Paine list these as the most important factors in the management-employee trust relationship:

  • Know that trust has two dimensions: external and internal.
  • Get clear on what a culture of trust and earnestness looks like.
  • Then, get the “rules” in writing.
  • Let only “Boy Scouts” lead.
  • Never lie or hide the truth
  • Show employees that you care.
  • Aspire to predictability
  • Make it safe to speak up.
  • Celebrate grit and gumption.
  • Constantly drive home the “meaning” of the work people do.
  1. Benefits 63%

Providing benefits to employees is important. It shows that you’re investing in their well-being. This is often the deciding factor of an employee staying on board with the company or seeking a better deal elsewhere. Benefits are the basis of one’s personal safety net. While some employers may view benefits as costly, it would be much more expensive to replace the employee in the end.

  1. Compensation 61%

Compensation includes monetary and non-monetary elements. Compensation may be:

  • actual cash
  • insurance
  • time off
  • discounts
  • a variety of other things that equal “currency” to your workers

Some forms of compensation cost the employer very little actual money. The total compensation package will heavily contribute to your ability to properly staff, motivate and retain workers. Also, it’s the law. The Fair Labor Standards Act regulates the federal minimum wage, child labor, overtime wages and equal pay.

  1. Job security    59%

Employees like to wake up in the morning knowing they still have a job.  An employee who thinks their job is at risk may:

  • show less effort,
  • talk negatively about the company, and
  • seek work elsewhere

Promoting the wins and growth of your organization is a great way to show your employees what they do makes a difference and provides a feeling of security.

  1. Relationship with boss 58%

Having a good relationship with the boss provides benefits in several areas.

  • Productivity,
  • Employee loyalty
  • Conflict reduction

Once trust is built, the base of the relationship between the parties is set. Going forward maintaining a friendly honest relationship helps both sides understand each other and contribute to the development of the organization along with an increased personal development.

    7. Opportunity to use skills  56%

Allowing opportunities for employees to use their skills will cause them to feel:

  • Inspired
  • Confident
  • Accomplished
  • They will be happy to come to work
  • They will feel like they are important and are actually contributing to the mission.

Ultimately, this will all lead to an increase in retention.

     8. Respect for my ideas 55%

As a manager, you can show respect for your employee by:

  • Listening to them and showing you value their ideas
  • Establishing an open environment will foster their creativity and willingness to contribute.
  • Explaining to them what you expect
  • Providing feedback in the form of praise, training and constructive coaching.
  1. Employer’s stability 55%

Stability and job security are two different things.

  • A very stable employer may reduce jobs due to technology.
  • An unstable employer may be always teetering on the edge of closing the doors.

Or, perhaps the messages are mixed. One day the business is flourishing and the next workers are being told budgets are too tight for pay increases. This back and forth will cause workers to seek more reassuring employment or possibly stay, but diminish the level of ownership and pride they have in the work they do. When you reduce the negative messages and streamline the information that comes out to the workers your workforce will be more productive and the company will ultimately be more stable.
      10. Recognition for work 54%

Recognition for a job well done shows your value and appreciation for the employee. When an employee is recognized for their accomplishments – no matter how small – they will remain motivated and increase productivity.

Recognition can be:

  • Verbal
  • Written
  • Public
  • Departmental

These are REAL statistics based on the results of a poll that could have included your employees. Apply what you see here in an honest evaluation of your organization and decide where changes or improvements need to happen in order  to have  a happier more dedicated and productive workforce.

Until Next Time, Be Audit-Secure!

Lisa Smith


Lisa Smith is CEO of Andere Development, LLC and Chief Content Developer at BeAuditSecure.com. Follow her on Twitter, connect with her on LinkedIn, listen to her Small Business Spoonfuls Podcast, and find more from her in Audit-Secure Authority at BeAuditSecure.com.

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