|
|
 |
 |
 |
 |
Similar Documents
Related Topics
Dear Workforce: How Do We Prove That Lowering Turnover Benefits the Company?
Lowering turnover has tangible and intangible benefits to employees.
Dear Workforce:
How do I prove that the company would benefit from a low turnover rate?
— Vexed by Volatility,
hospitality, Leawood, Kansas
Dear
Vexed:
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
LEARN MORE:
They’re
Hired: Now the Real Recruiting Begins. Also:
155 other items about retention.
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.
Top of Homepage Content | WorkforceHRjobs Archive
|
Reproductions and distribution of the above article are strictly prohibited. To order reprints and/or request permission to use the article in full or partial format, please contact our Reprint Sales Manager at (732) 723-0569.
|
|
|