Best Practices for Addressing Company Turnover
People, Process and Knowledge – Part 1 of 3
An organization’s success is inherently tied to its employees. The strength and resilience of an organization is dependent on the knowledge, skills, and dedication of its workforce. But high employee turnover can weaken the strength of the workforce, and that is why it’s critical to keep a pulse on employee culture and the rate of turnover in order to create an environment that will foster retention.
At Adonis, we believe in the three pillars of People, Process and Knowledge in our approach to operational excellence. This blog post is the first in a series of three discussing this approach. In this blog post, we will examine best practices surrounding the pillar of People by focusing on employee turnover.
Addressing Employee Turnover – Best Practices
Addressing employee turnover in an organization requires a multifaceted approach that takes into consideration the issues surrounding why employees have left or are leaving. Examining and focusing on operations surrounding the following areas of people management will create a strong foundation for employee retention:
1. Find the Issues / Conduct Exit Interviews: The process of exit interviews can reveal a variety of reasons for an employee leaving. From organizational culture, burnout, work-dumping, and poor leadership, to leaving for a better opportunity – exit interviews are a necessary component to uncovering the root cause of employee turnover.
2. Be a “Great Place to Work”: Success in this area can mean offering a flexible work schedule, creating opportunities for growth and empowering employees. A positive work environment is essential for employee satisfaction and retention. Encourage open communication, provide recognition and promote a healthy work-life balance.
3. Provide Opportunities for Career Growth: Employees want to know they have opportunities to grow and develop within the organization. Provide training programs and career development opportunities to help employees acquire new skills and advance their careers.
4. Onboarding: Creating a formalized onboarding process sets the foundation for stronger employee engagement and retention from the beginning of an employee’s time with an organization.
5. Knowledge Sharing: Creating opportunities to share knowledge, establishing links to SMEs, and making it easy to find information (whether it’s where to submit a request for IT help, submit a change of address, or how to perform a specific work task) can go a long way in fostering empowerment and engagement within the culture.
By taking these steps, you can create a positive work environment and reduce employee turnover in your organization.
How Adonis Can Help
It can be difficult to recognize areas of improvement in one’s own organization, and then create and implement a plan for change and success. At Adonis, we work with your team to diagnose what’s not working, put together a plan to address those shortfalls, and then provide training and ongoing support that will set your organization and team up for success in the area of employee retention and people management.
Be Curious – Be Humble – Be Persistent – I embrace the opportunity to be a game-changer!