Employees may leave a company for any number of reasons – better opportunities, higher pay, the desire for a career change, etc. Most organizations plan for this, knowing that they can’t hold onto every staff member indefinitely. However, when your company starts feeling like a revolving door of people coming in and out very quickly, cultural and financial troubles aren’t far behind.
High employee turnover rates are a bad sign for any company, and if you’re noticing more resignations than usual, it’s time to get to the root of the problem. Follow this advice from Forbes Coaches Council to investigate the issue and find an effective solution.
1. Look For Issues In Your Hiring Process
If your company is experiencing high turnover, take a look at your human resources hiring processes. A well-defined, thoroughly vetted interview process can ensure you have the right people for the right job, right from the start. Ensure job descriptions are clear and precise and that candidates not only possess good skills but are aligned with your company values and culture. – Cheryl Amyx, 4CEO, Inc.
2. Listen To Middle Managers
Middle managers in an organization are close to everything. They know their front-line employees and they interact with the leadership team. Get curious with the group, some of who might be considering departing as well. They have a great vantage point. – Amy Douglas, Spark Coaching, LLC
3. Invest In Leadership Development Programs
High turnover indicates the health of your organization is in danger, not to mention the level of negative employee sentiment. Hold an open forum to promote dialogue in all corners of the organization. Failing to retain qualified candidates leans into manager accountability. Create a lasting solution by implementing leadership development programs to expand growth and boost morale. – Rachel Lourdes Mestre, Marketing Muses
4. Teach Your Managers How To Build Relationships
People quit their managers. Frustrations around lack of clarity, doing work of others who aren’t held accountable, lack of meaningful development or growth opportunity, little or demeaning feedback, poor communication are all fodder for poor retention. Your conversations are your relationships your relationships are your culture. Equip managers with better communication skills and standards. – Jennifer Long, Management Possible®
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5. Fix Your Culture
If there is high turnover, it is likely that people are not finding a connection between their work and its impact. Start with a cultural approach. Seek out where turnover is high in the organization and identify how leaders in that group are engaging with their teams and customers. In addition, seek out where turnover is low and find out what is happening best there. Learn from what works. – Alan Trivedi, Trivedi Coaching & Consulting Group
6. Take Regular Pulse Surveys
Take a staff pulse survey, at least quarterly. Ensure that staff know the survey is anonymous, and that management will share results across the organization as well as develop a plan to address pain points for staff if possible. This increases organizational transparency, and lets staff know there is a viable mechanism for feedback. – Billy Williams, Archegos
7. Interview Top Performers
Sit down and interview top performers about what they love about the company, why they perform the way they do and find out why they achieve for your company. These top performers should be selected from every level, from entry-level to the C-suite. By doing this, you will see what they see. Document their answers, then ask them what they would do to change the organization. – John M. O’Connor, Career Pro Inc.
8. Analyze Your Current Organizational Environment
With high turnover, it’s natural for organizations to focus all their attention on employees and hiring practices. Too often, they assume that they simply hired the “wrong” people. More often than not, there are problems in the environment that prevent people from realizing their potential. Organizations should first ensure they have the structure, training and support to get the best results. – Donald Hatter, Donald Hatter Inc.
9. Encourage And Reward Honest Feedback
Talk to your employees. Gather their insight. Create a culture that encourages and rewards feedback. Don’t just say your organization has an open-door culture. Create opportunities for employees to share their ideas. Consider hosting facilitated conversations on a monthly basis that solicit and reward honest, direct feedback. Then, report back to employees on how their ideas were put to use. – Kyle Elliott, Kyle Elliott Consulting
10. Ask People Why They’re Leaving, And Be Ready To Hear The Truth
The quickest way to find the problem is by asking your employees — the ones leaving and the ones who stay. It may be hard to hear the truth, but it’s the best place to start. This can be done face to face, or by email, comments card or a confidential survey. The organization needs to be really open to hearing the truth and resolving the problem. From this, you can start to design an effective solution. – Frances McIntosh, Intentional Coaching LLC