24 Apr

5 Common Reasons For High Turnover Rates

Posted in Synergy Suggestions on 24.04.14 by John Meloche

Depositphotos_26307355_sMaking your customers happy starts with making your employees happy. Over the past couple of days, we have taken the opportunity to blog about this all-important facet of your business. At times, business owners consider the many needs of their customers and forget how to incorporate the thoughts, ideas and feedback given to them by the members of their staff. Who better to listen to than your employees? Often, it is they who get direct access to your clients before you do.

An inability to consider the feelings of your employees is bound to lead to a high employee turnover. This only costs you – both financially and emotionally – according to BizFilings.com. The website notes that business owners need to take steps to prevent a high turnover rate by directly addressing problems that may exist within the workplace. A happy staff is a productive staff. So an unhappy staff has got to be counterproductive, hasn’t it?

“A high employee turnover rate, the rate at which employees leave a business, can affect the bottom line of businesses of all sizes, “ reads the website, “ However, the negative effect on small businesses can be particularly harsh due to limited resources and the investment in employees. Because employees who are satisfied with their jobs generally don’t give them up, high turnover is usually indicative of a problem.” So what are the most common reasons for a high employee turnover rate?

A bad match between the employee’s skills and the job. Let’s be honest. It all starts with you. It’s your job to ensure that you are going through the correct processes to hire talented staff members. If you’re not conducting the interviews yourself, make sure that your interviewers are well aware of exactly what qualities you’re looking for in a new employee. As the site points out, “employees who are placed in jobs that are too difficult for them or whose skills are underutilized may become discouraged and quit.”

Substandard equipment, tools or facilities. It’s important that you give your staff members the necessary tools for them to succeed. When the workplace doesn’t provide the necessities with which one can do his or her job sufficiently, that employee is bound to want to leave. As BizFilings.com notes, employees are not likely to put up with poor conditions for very long, especially if they can negatively impact their health.

Lack of opportunity for advancement or growth. You want employees who are determined to succeed and move up higher in the company. So bear in mind that such employees are going to want such opportunities for growth. You don’t want to position your job opportunities as “dead-end” propositions. Be sure not to mislead your employees about the available positions so that they have clear pictures about what their getting into. That way, you’ll better know what you’re getting into by hiring them.

Feelings of not being appreciated. Just like your customers, your employees hate not feeling appreciated. Your workers should want to do well, and you should want them to want to do well. Not acknowledging jobs well done isn’t going to provide much incentive for them to work hard. The website reveals that “even the most seasoned employee needs to be told what he or she is doing right once in a while. Make sure your employees know that they are appreciated.”

Inadequate or lackluster supervision and training. “Employees need guidance and direction,” continues BizFilings.com. It’s only right that you set them along the right path if you want them to be productive and your business to be successful. Especially when they are new on the job, your staff members require guidance so that they don’t feel that their skills are lacking. Be sure that you’re training program is thorough and informative.

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