Your management team recognizes the financial impact of high turnover, but line employees experience it firsthand on a daily basis in the form of inexperienced co-workers, accidents and lower-than-expected quality and productivity. Persuade management to demonstrate a commitment to lowering turnover by:
Establishing a selection policy and practice that makes it extremely difficult to be hired by your organization.
Setting turnover goals for the company and each manager, and include it as an essential portion of the managers’ performance assessments.
Communicating turnover rates annually.
Providing orientation to new employees, including clearly defined performance expectations, and training/development of skills for continued employment.
To demonstrate that low turnover benefits both management and staff employees:
Solicit input from all employees to isolate the reasons why turnover rates are high. Conduct surveys and form focus groups that include a cross section of your workforce.
If you compensate employees who refer applicants who are subsequently hired, delay the reward until the new employee completes at least one full year of service.
Create ways to celebrate decreased turnover by department, being sure to reward both managers and employees.
Celebrate continued service of employees with their co-workers, possibly including their families.
SOURCE: Lonnie Harvey Jr., SPHR, president, the JESCLON Group Inc., Rock Hill, South Carolina, Feb. 14, 2005
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.