Reducing Turnaround

Nothing is more frustrating than hiring someone only to have to start all over again within a short time…In addition to the cost of high turnover rates, your quality of service may be a casualty as well.
Addressing turnover rates can be challenging for many employers, but luckily, we have put a list of things to implement to help you address the issue.

The first step in reducing turnover is to establish a recruiting and hiring process that enables you to identify candidates that have the right temperament for the industry. Ask potential employees about their goals to ensure that their long-term goals fit with the employment being offered to them to ensure this isn’t a temporary stepping stone for them. 

Once hired, you may find it useful to have employees sign a code of conduct document to not only set the expectation of appropriate behaviour, but hold them accountable when the need arises.

Providing ongoing training enables your employees to keep sharpening their skills and learn your industry better. Training to new employees is necessary for them to work more effectively and efficiently and most importantly bridge the expectation gap between what is expected of them and what is being delivered. Confident employees generally have more pride in the work they deliver. Training manuals may also provide more legitimacy to your company.
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Ongoing training may be useful to develop either soft skills or specific skills necessary to perform the job. In addition to training, incentives for good service provided may also boost employee moral. Intrinsic rewards (rewards of a non-monetary base that provides a positive emotional reaction) are more effective than monetary rewards.  Employee of the Month awards may provide employees with a boosted sense of accomplishment. Choosing what type of assignments they work on can make them feel part of the team and foster more loyalty on the long term.

Modern and quality equipment increase the quality of service and increase quality of service expectations among staff. Setting the stage is always important because working with old broken-down equipment sets expectations low. Do your employees come to work and have everything they need to perform their duties? If not, it may foster unnecessary frustrations. Salary packages should be competitive to retain staff and real advancement opportunities should be made available. Being a manager requires a lot of psychology work and may not be suited to everyone. If turnover is one of your issues in your business, I would consider hiring someone who has the necessary skills to help you manage staff.