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You can’t run a successful business without a dedicated team helping to run it. However, when it comes to keeping your teams motivated and working together toward the same goals, nothing can hurt that ability more than having a high turnover rate.
When HR teams need to constantly put their time and resources into new employee recruitment and the onboarding processes to follow, it can quickly disrupt the flow of business operations. This is not to mention the hit to team morale if they see a revolving door in the business and are unable to keep their departments grounded since they’re constantly juggling additional workloads as employees leave.
To make sure your business doesn’t have to contend with this issue, there are a variety of strategies you can apply that not only help you to keep your employees longer, but also help to build a more enjoyable company culture for everyone.
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Setting Personalized Growth Paths
Most HR teams have a clear process in place for training their new hires. However, it’s important to remember that having a one-size-fits-all training program is rarely inspiring to employees long-term.
A much more effective approach is to really get to know each employee and work with their management teams to develop personalized growth paths based on their level of experience, tenure with the business, and current skillsets.
When you take the time to align your employees’ training programs with their own personal goals and capabilities, it helps you to provide the right amount of support to keep them fully engaged in the career path they’re taking.
Empowering Employees Through Autonomy
An unfortunate reality for many businesses is having a leadership group that’s prone to micromanaging their employees. While most managers have their own leadership styles, micromanagement can quickly erode the morale of teams and can actually slow down forward momentum for the business.
Instead, managers should look for more opportunities to hand over the reins and give their employees more control over their project completion and hold them accountable for meeting deadlines. This type of approach shows teams that they’re trusted to manage their own schedules and helps them to feel more confident in their abilities.
The plus side to this is that HR teams can offload many of their smaller, but time-consuming workloads while being able to focus on other important things, such as ACA reporting, recruitment efforts, or company growth initiatives.
Conduct Regular One-on-One Interviews
Instead of waiting for an exit interview to take place before you’re able to access helpful insights to improve your business, focusing on having more one-on-one interviews now is a much safer approach.
You never know how your employees really feel about various business situations unless you actively engage with them. Encouraging management teams to have more regular individual sit-downs with each of their employees helps to build better relationships while also giving them valuable perspectives they can use to help improve the business.
Department heads and HR teams can then work together to analyze the information collected to identify necessary changes.
For example, by analyzing benefits usage data and combining that with information collected during one-on-one interviews, the business might find that exploring different benefit coverage options might help to increase the perceived value of the packages being provided. This extra effort could mean the difference between an employee sticking with the business for much longer or beginning to search for job opportunities elsewhere.
Build a Culture of Recognition
As the business begins to scale and more departments are being established, it can be easy for individual employee efforts to get missed from time to time. But if this trend goes on for too long, it can quickly lead to staff members feeling unappreciated.
This is why it should always be a priority for teams to work at developing a company culture known for its regular acknowledgment of employee contributions. The good news is, this approach doesn’t need to be overly complicated. Even just making it a point to give shout-outs in each company-wide meeting can go a long way in helping staff members feel seen and valued.
Regardless of how you choose to show your appreciation to staff members, the most important element of this strategy is keeping it consistent. If you’ve created some type of recognition program that hands out monetary rewards to employees, the last thing you want to do is start the initiative strong and let it fizzle out.
Stay on top of team accomplishments throughout the year, track essential milestones, and get department heads involved in making your recognition programs successful as the company grows.
Create Meaningful Feedback Loops
Feedback isn’t something that should only come from the top down. It’s important to keep this a two-way street where both the business and its employees are regularly learning from each other and improving over time.
To create meaningful feedback loops in your business, focus on creating clear channels for your employees to share their thoughts and concerns without worrying about any negative consequences.
More importantly, however, it’s critical that employees feel like you’ve actually listened to these ideas and are willing to take action on them when it makes sense to do so. When most individuals see that their opinions aren’t falling on deaf ears, it helps them to feel more confident with company leadership and take direction without regularly second-guessing intentions.
Prioritize Wellness and Mental Health Support
One of the most common reasons why employees decide to leave their current place of employment is due to increased stress. When you feel like you’re constantly under pressure to hit deadlines or aren’t getting enough time off to unwind, this can quickly lead to burnout and increased business turnover.
Businesses should work carefully to support teams in various ways. This includes prioritizing their overall well-being by offering access to mental health services or promoting flexible scheduling to help teams better balance their work and personal life. Part of this process could mean being more open to outsourcing certain business administration workflows and considering developing fully remote or hybrid working roles.
Showing that you really care about an individual’s ability to reset and recharge their batteries can go a long way to creating a much more satisfied and loyal workforce.
Reduce Your Staff Turnover
Reducing your staff turnover requires more than just offering a competitive salary. It requires using various strategies to help improve the business culture, helping employees feel valued for the work they contribute, while finding ways to show how important they really are to the long-term growth of the business.
Frank Mengert
Frank Mengert continues to find success by spotting opportunities where others see nothing. As the founder and CEO of ebm, a leading provider of employee benefits solutions. Frank has built the business by bridging the gap between insurance and technology driven solutions for brokers, consultants, carriers, and employers nationwide.
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