Employee turnover is the rate at which employees leave an organization. A high one is costly for any business in terms of money and time spent finding and training new employees. It can also lead to lowered morale, as long-term employees feel underappreciated or neglected. Clients, too, will be affected, with a lower quality of service if too many employees leave. Here are five common causes of high employee turnover:
Poor Working Conditions
How comfortable are the working spaces? Ergonomic furniture, air conditioning, and ample natural light are all amenities that improve working conditions. Imagine sitting for long hours on a project, but the chair is uncomfortable or broken. You'll not be as productive or engaged.
Keep updating the furniture with high-quality ones from reputable vendors. You can also consult experts such as Kasala for ideal options. For instance, if your employees stand most of the day, consider adjustable-height desks or anti-fatigue mats.
You'll be surprised to discover that good pay is not always enough to keep employees in an organization. Employees will likely leave for greener pastures if the working conditions are unpleasant. These include long working hours, a toxic environment, or little collaboration. Additionally, poor management and lack of recognition decrease morale.
Rigid Work Schedules
Rigid work schedules give employees very little control over their work hours. It's a major turn-off for most people, especially young professionals used to having more flexibility. They must turn up in the office at a particular hour instead of creating their schedules. It's even worse if they cannot take vacation days when needed.
A hybrid work schedule is the best of both worlds. Allow your team to work from home and in-office, as they prefer. It gives them control and flexibility that balances their work-life better. As you'll discover, this arrangement boosts productivity, prevents burnout, and keeps employee turnover low.
Ineffective Hiring Practices
Hiring the wrong people is costly, as they'll eventually leave if they don't fit in the team or enjoy the job. Avoid this by screening applicants thoroughly. Ask for references and look up their profiles on social media. Get feedback from previous employers and create a job description that's accurate and suitable for the position.
If you find the exercise tedious, outsource the hiring process to a third-party vendor. They have the resources and skills to do the job better.
Unclear Job Expectations
Not everyone knows what they should be doing when they join a company. Without clear job expectations, employees feel overwhelmed and lost. It leads to confusion and bad decisions that could cost you a valuable team member.
To prevent this, create a job description that outlines the employee's duties and responsibilities. You can also offer an onboarding orientation to help them understand how to work, what's expected of them, and where they fit in the team. Appoint an older employee to mentor and show them the ropes.
Poor Company Culture
Company culture is the beliefs, values, and attitudes that guide behavior in an organization. Invest in training programs that promote respect and tolerance for positive company culture. Reward employees who exemplify these values and deal with any harassment or bullying issues promptly.
To improve your company culture, accommodate all diversity, including age, gender, race, and religion. Create a safe space for people to voice their opinions without fear of judgment or punishment.
Keep checking the market for the latest trends in employee retention and implement those that fit your business. Request employee feedback to identify any issues to address. Remember to also reward and recognize your employees for their hard work. If the turnover remains high, it might be time to review your organizational structure and reconsider the type of employees you hire.