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Employee Turnover
General Forum
Employee Turnover
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
We are looking at ways to reduce employee turnover(mainly in our hourly employees) other then wage increases. Does any one have any suggestions or ideas that has worked for them? It would be great if
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Forums » Topic Forums » General Forum » Employee Turnover
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Employee Turnover
posted at 7/22/1999 12:13 AM EDT
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Posts: 1
First: 7/22/1999 Last: 7/22/1999 |
We are looking at ways to reduce employee turnover(mainly in our hourly employees) other then wage increases. Does any one have any suggestions or ideas that has worked for them? It would be great if I could get specific examples. |
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Employee Turnover
posted at 7/22/1999 5:08 PM EDT
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Posts: 4
First: 7/20/1999 Last: 4/19/2000 |
Do you currently operate 'exit interviews' with those who are leaving the company?
They are a brilliant source of information if conducted effectively. You can ask the leavers what has attracted them to their new role and contrast that with their perception of the post they are leaving. If and when you ascertain the root cause of the turnover you may choose to be selective in the actions you take. My point being, in some areas of an organisation it is healthy to accept shedding of employees in return for fresh ideas and approaches to work. It also needs to be realised that some employees have outgrown their role, or even the company, therefore enticing them to stay with salary increases may simply postpone the inevitable. To retain those members of the workforce who are a true asset and would stay if the conditions were right I would suggest the compilation of a workshop where employees would undergo team building exercises - the usual exercises. I strongly recommend an exercise that I facilitated - I asked a group what were the barriers to their job (what hinders their performance) it may become a moaning session, but issues raised will be of importance to them; I also asked for drivers to their role (the catalysts that help them excel). It was a very useful event. Simone Taylor Human Resources Officer England |
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Employee Turnover
posted at 7/26/1999 3:16 AM EDT
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Posts: 2
First: 7/2/1999 Last: 7/26/1999 |
In our company, we find that people leave just as often because of job dissatisfaction as pay dissatisfaction. One of the turnover remedies that works for us is to switch an employee to a position within the company that theyre better suited for.
We use our own cognitive and personality assessments to determine whether another position would be better suited for them. Our assessments produce a simple and inexpensive report that addresses core personality traits. We use it for hiring, as well as for lateral moves within the organization. If you would like to learn more about the assessments, visit our website at www.advantageassessment.com. Or if you would like to talk about how we have used assessments, email or call (800) 600-2510. ******************************************** Heather Leader Communications Assistant Advantage Assessment Inc. Better hiring, less firing, better performance hleader@advantageassessment.com 15 West Strong St. Suite 30-A Pensacola, Florida 32501 (850)434-9309 (800)600-2510 (800)600-2508 fax ******************************************** |
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Employee Turnover
posted at 7/27/1999 2:31 AM EDT
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Posts: 2
First: 7/27/1999 Last: 2/10/2004 |
You may try improving your selection process by using pre-employment tests (personality based- identifying those who have personalities which are better suited for the type of work) or by giving job applicants a realistic preview of the work they will be doing. Our client's have decreased turnover by allowing people to "quit before they are hired." This can be done a variety of different ways (video, 800 phone lines, informal discussion, etc.)
To learn more about how we do this visit our web page http://www.bigby.com/selectintro.htm and click on "realistic job preview" which is on the left side of the page. Hope this helps. Carol Jenkins Bigby, Havis & Associates 800-283-6055 cjenkins@bigby.com |
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Employee Turnover
posted at 7/30/1999 9:25 PM EDT
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Posts: 11
First: 6/13/1999 Last: 1/7/2000 |
Yes, I have some opinions. I think we in HR need to take a lllllloooonnnnggg look at ourselves and the enviornment of our company's to make sure we are doing what we can do to make work not a fun place, but enjoyable place to be.
1) Treat your employees with respect 2) Train supervisory staff in how to deal with people 3) Don't just promote people to above category just because s/he is good at job. Might be great at job, but have loust people skills. 4) COMMUNICATE with employees. Find out what they like and dislike. Try to fix problems. 5) Train new employees. Don't just throw them into the fray. Don't expect new employee to have 5 years experience. 6) Hire the right people for your organization. Don't let management force you into hiring warm bodies. Feel free to stop me at any time. I have seen these violated so often, that I want to scream. Try reading "The Power of Ethical Management" and "Business by the Book". |
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