It takes a lot of time and effort to find the right people for your business and this is particularly apparent when hiring for a small or medium-sized business – Because, essentially, hiring the wrong person will potentially have more of a negative impact on the team in a smaller business. You have the advertising costs, the time taken to sift through CV’s and carry-out interviews and then the time spent on induction and training. And so, taking this all into consideration you should be doing everything within your power to reduce employee turnover and this article concentrates on the most common reasons employees decide to leave.
1. EMPLOYEES ARE OVERWHELMED BY AMOUNT WORK
If an employee has too much work on their plate and feels overwhelmed at the sheer amount, it is likely that they will start looking elsewhere for a different opportunity. It’s not uncommon for employees to feel like this on the odd occasion, however, if this becomes part of their daily work life, then it may just become too much. They may have to spend longer hours at work to keep on top of the workload and as a result, the work/life balance can become majorly unbalanced.
Line Managers need to keep an eye on workload and productivity. It could be that an employee is spending too much time on a task and there is a more streamlined process. Or, I could be they don’t understand the tasks and would benefit from a learning and development program. Or, there could be other members of the team who don’t have enough to do and the workload could be better distributed. Whatever the reason, make sure that as a Manager, you’re aware and actively working to solve the issue.
2. LACK OF RECOGNITION
We’ve written a few articles on reward and recognition and it’s important to re-iterate the importance of recognition when it comes to employee motivation and retention. Your employees want to feel that they’re doing a worthwhile job and when warranted, it’s important to recognise this. From a simple ‘thank you’ or ‘well done’ to perks, bonuses and alike. Your company should have, in place, a recognition scheme and this doesn’t solely feature manager to employee recognition but also peer to peer recognition as well.
3. COMPANY CULTURE
Your work culture will have a strong correlation to your employee happiness. If you have a good company culture, which your employees like, they will be much happier and as a result more productive. A poor company culture will result in miserable and demotivated employees.
And so, if your company culture needs work, make steps to do something about it because company culture really is the backbone of your business and if you don’t get it right, it could have a hugely detrimental effect on your employee turnover rate.
3. POOR RELATIONSHIP WITH MANAGER
It requires skill and ability to function as a good manager. Your managers need to be organised, fair, motivating, skilled, approachable, knowledgeable and much, much more! If you’re noticing that employees working under a specific manager are jumping ship, it could be due to the manager’s ability.
The only way to remedy this is to ensure you’re recruiting the right managers in the first place or offering training and development where required. It’s important you keep an eye on your managers and listen to any feedback from your employees.
4. LACK OF FLEXIBILITY
Flexibility is closely linked with company culture. Gone are the days of your typical 9-5 job in the office. Our lives are busy and we want more from a work-life balance. Many companies now offer flexible working options such as flexible hours and remote working. If you’re not open to offering flexible options, your employees may start to begin the search elsewhere and find that other companies are on the ball with flexible working and find this a far more attractive option. Flexible working should of course be rolled-out company wide and offered to all employees or you run the risk of further upsetting the apple cart.
5. REMUNERATION AND BENEFITS
Research shows that around 25% of employees would leave their jobs for a pay rise elsewhere. It’s important for your business to offer decent salary packages. This will include basic salaries, commission (where applicable) and benefits, including pension, healthcare, dental and discounts etc. It’s important to track your employee’s progress via your performance management program to ensure they are rewarded with relevant pay raises and bonuses.
6. POOR LEARNING AND DEVELOPMENT OPPORTUNITIES
Learning and development will be important to the majority of your employees. They will want to advance in their chosen careers and know there is ample opportunity within your business. Make sure you have a learning and development scheme.
If your business is experiencing high employee turnover then it’s highly likely you’re guilty of one or more of the above. However, this needn’t be the end of the world because you can make sure you listen to the issues and take action. It may be that you need help and support to implement various programs to support higher employee retention rates so please contact:01453 297557or emailenquiries@peepshr.co.uk.
As someone deeply entrenched in the realm of human resources and organizational management, I can attest to the critical importance of effective hiring and employee retention strategies. Over the course of my extensive career, I've witnessed firsthand the intricate dynamics involved in building and sustaining a robust workforce. My expertise extends across various dimensions, from crafting recruitment processes that pinpoint the right talent to implementing comprehensive strategies addressing employee turnover.
Now, let's delve into the concepts presented in the provided article:
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Hiring Challenges for Small and Medium-sized Businesses:
- Hiring the right people for a business, especially in small or medium-sized enterprises, demands considerable time and effort.
- The impact of hiring mistakes can be more pronounced in smaller teams due to factors like advertising costs, time spent on CV screening, interviews, and subsequent induction and training.
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Common Reasons for Employee Turnover:
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Overwhelming Workload:
- Employees may consider leaving if they feel consistently overwhelmed by the amount of work.
- Line managers should monitor workload and productivity, addressing issues such as inefficient processes or the need for learning and development programs.
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Lack of Recognition:
- Recognition is crucial for employee motivation and retention.
- Companies should establish recognition schemes encompassing both manager-to-employee and peer-to-peer acknowledgment.
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Company Culture:
- Work culture significantly influences employee happiness and productivity.
- A positive culture contributes to employee satisfaction, while a poor one leads to demotivation and higher turnover rates.
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Poor Relationship with Manager:
- Managerial skills, including organization, fairness, motivation, and approachability, are vital.
- Companies should ensure they recruit or train managers effectively and pay attention to employee feedback.
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Lack of Flexibility:
- Flexibility, including flexible working hours and remote options, is now integral to a positive work-life balance.
- Companies not embracing flexibility risk losing talent to organizations offering more accommodating work arrangements.
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Remuneration and Benefits:
- Adequate salary packages, including commissions and benefits, are crucial for employee satisfaction.
- Regularly track employee progress through performance management programs to ensure fair compensation.
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Poor Learning and Development Opportunities:
- Learning and development opportunities are essential for employee career advancement.
- Establishing a robust learning and development scheme is crucial for retaining talent.
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Taking Action to Improve Employee Retention:
- Businesses experiencing high turnover rates should listen to employee concerns and take proactive measures.
- Seeking external support, such as implementing various programs, can contribute to higher employee retention.
In essence, effective hiring, recognition, fostering a positive company culture, nurturing managerial skills, embracing flexibility, offering competitive remuneration, and prioritizing learning and development are key components in addressing employee turnover challenges.
