How can you reduce staff turnover?

Employee turnover and retention are major challenges for many companies. Indeed, when employees leave their jobs frequently or early, this can lead to high costs in terms of recruiting and training new staff, as well as a drop in productivity and quality of work. 

Causes of turnover

Staff turnover can be caused by a variety of factors, both internal and external to the company. Turnover, and therefore employee loyalty, is directly correlated with employee commitment. 

First and foremost, poor human resources management can lead to high turnover. Inappropriate policies on recruitment, onboarding, skills development, performance appraisal, managerial follow-up and conflict management can lead to employees leaving the company.

Secondly, a lack of recognition and appreciation can also be a cause of turnover. Employees need to feel appreciated and rewarded for their work, and to receive regular feedback, including positive feedback. Thus, a lack of recognition can lead them to seek opportunities elsewhere.

Inadequate working conditions, such as a noisy environment, unpredictable working hours, lack of support from management or colleagues, can also contribute to high turnover. What's more, a lack of career development prospects can also be a reason for employees to leave. Employees need to feel committed and motivated to stay with a company, and a lack of development prospects can lead them to seek opportunities elsewhere.

Salary dissatisfaction can also be a cause. Employees need to feel they're being paid what they're worth, and a salary deemed insufficient in relation to responsibilities and the market may drive them to seek better-paid jobs.

Conflicts with colleagues or superiors, a lack of communication and transparency within the company, or a lack of training or support for new employees can also contribute to high turnover, which is why more and more companies are paying particular attention to their onboarding processes. 

Finally, external factors such as more attractive professional opportunities elsewhere, a favorable job market or personal problems can also play a role in turnover. It is important for companies to identify the reasons why their employees leave, so that they can put in place strategies to retain them and improve their commitment to the job.

‍Why it'simportant to control turnover

A company's turnover rate can have a major impact on its long-term viability, and can have negative consequences for the organization.

If staff turnover is too high, it can lead to poor team cohesion and a lack of a sense of belonging to the company. It can also affect the company's employer brand, which could be negatively perceived by potential candidates and customers due to an unstable workforce. What's more, high turnover implies high costs in terms of recruiting and training new employees.

On the other hand, too low a turnover can lead to other problems within the company, such as a lack of innovation or a failure to reinvent work tools and processes. This can jeopardize the company's long-term viability and agility. It is therefore important for companies to maintain a balanced turnover rate and put in place strategies to retain their key employees while fostering innovation and business evolution.

Our tips for reducing staff turnover

Providing a pleasant and supportive work environment

A pleasant and supportive work environment is essential to employee retention. This can include comfortable, well-equipped workspaces, a positive corporate culture, training and career development opportunities, as well as work-life balance. Employers can also consider benefits such as extra days off, flexible working hours and wellness programs to encourage employee retention.

Engaging and involving employees

Engaged employees are more likely to remain loyal to their company. Employers can encourage commitment by involving employees in decision-making, recognizing and rewarding their hard work, and giving them additional responsibilities. Organizing regular meetings to discuss employees' problems and concerns can also help strengthen their commitment.

Offer training and career development opportunities

Employees who feel they are progressing in their careers are more likely to remain loyal to their company. Employers can offer training and career development opportunities, such as mentoring programs, online training, conferences and seminars. 

To manage your employees' training plans, you can call on specialized HR software such as Empowill. With Empowill, you can manage your training plan with peace of mind, with access to : 

• a customizable, interconnected catalog
• effective needs assessment
• simple management of your training plan
• management of all your certifications
• a precise analysis of your costs

On the other hand, offering internal mobility programs to help employees acquire new skills and advance their careers within the company can also be a positive aspect.

Offer competitive compensation and benefits

Competitive compensation and benefits can also help retain employees. Employers need to offer fair and competitive compensation, as well as benefits such as health and pension plans, performance bonuses and extra perks such as additional paid time off.

‍Conductregular satisfaction surveys

Employers can also conduct regular satisfaction surveys to understand employee concerns and issues. Employers can use survey results to improve the working environment, benefits and working conditions, and to address specific issues that may be causing turnover.

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In conclusion, turnover is a significant challenge for companies, but it can be reduced by providing a pleasant working environment, engaging employees, offering training and career development opportunities, offering competitive compensation and benefits, and conducting regular satisfaction surveys to understand employee concerns.