7 Tips for curtailing employee turnover

Hiring staff for your company is one of the most tedious jobs. After going through all that work, interviewing hundreds to find that perfect one, the last thing you will want is lose them. You cannot force people to stay in the company, but you can do certain things which will make them want to stay on their own.

Hire the right people

Hiring the right person is the first step to ensure less turnovers. How do you ensure they are right for your company? Well, anyone can have all the skills and experience but only the right person for your company will fit in to your work culture. Just because a person knows how to do a particular job does not make them fit for it. They need to be comfortable with the environment that they work in too.

Other than questioning things already on the resume, ask them behavioral interview questions to understand their response to certain situations likely to rise in your company environment. Make sure you inform them about the company culture and even take them around to show how it all works. People who feel like that space is not their cup of tea are likely to eliminate themselves.

Even if you are asked to make your passion your career but is asked to do that in a jail like environment, you will end up getting mentally suffocated. Likewise, any environment the person does not feel comfortable in working will not be chosen by them. Even if they have impeccable skill sets, it still wouldn’t do your company good.

Offer a competitive salary and benefits package

No matter how much you like your job, if you aren’t paid for the work you do, you will never be able to stay satisfied. After all, every adult has bills to pay. Hence, make sure the salary you offer is in par with the rest of the market.

Research on where the rest of the market stands with respect to salary and benefits for a particular position. Try competing with it and make an offer they employee can’t resist.

Give praise where praise is due

We cannot say this enough but recognizing the work done by people and acknowledging that goes a far way. It gives people a reason to keep working more and yield better results when they know they are being noticed. However, this is also a line to me kept. Too much praise can put them off and make them think that they are working too much. When they go out of their ways to do a good job, it is worth mentioning that. Just a simple appreciation goes a long way.

Employees are more likely to stay when they feel appreciated and when they are made to feel like their presence is crucial to the institution. This strategy will not cost you one bit, but it goes a long way in reducing turnover.

Clearly outline a career path

Gone are the days where the sole reason why people worked was for money. Now, people work for personal growth and money is just a part of it. It is important to let the employees know about potential in growth in your company. Nobody wants to stay in a particular position for the rest of their life; they need to see an upgrade. Draw a career path and present it to the employees.

By growth we do not only mean a promotion. Even if the employee does not get promoted to a higher position, they will still want to learn new things and accept more responsibilities. Offer them many opportunities to learn new skills.

Let employees create informal networks

Telling employees, directly or indirectly, to not interact with people from other departments is almost infringing on their fundamental rights. Your company has one basic aim and all the people in the company, be it any department, is working towards the achievement of that goal. Hence, hardly anything bad can come out of cross department interactions.

Allow flexible working hours

Try not to keep a set time for your employees as this will make work look way more forced. At the end of the day, all you should care about is if the work is getting done. Hence, keep flexible hours with the condition that work should get done. It is a win-win situation for both parties. When employees have the chance to make plans outside of work at times, they are comfortable in and not times they are available in, it leaves them more satisfied.

Get to know employees beyond work

Conversations other than about work with your employee can be a good practice. It will be helpful to know a few details and anecdotes about the personal life of your employees. This will make you see them as a person and not just an employee. Understanding people around you will make working with them way easier as you can interact with each of them according to the person they are.