Staff turnover is a good thing, but you don’t want it to be excessively high, and you certainly want to retain your top talent.
Make sure your best staff do not look for pastures new by creating a plan to further their careers and keep them happy in your place of work. Talk to them about what they want from their career, and see how you can both work together to achieve your mutual goals.
Everyone likes a pay increase, but if it’s not possible, offer alternatives to keep staff motivated and engaged in the workforce. Offer staff a secondment to a different department to learn new skills, experience a different area of your business, it will help keep staff fresh and offer a new perspective on their current role when they return.
Investigate why people are leaving by undertaking leaver surveys. If there’s a theme running through the results make sure you act to resolve the issue.
A common complaint is that “no-one listens to us” and “no-one ever tells us what’s going on”. Set-up groups to find out what are the main issues going on in the company and empower workers to come up with solutions for change. Make sure your internal communication is tip top to stop people feeling that they’re not a part of your thriving organisation: keeping people in the know is crucial to delivering employee engagement.
It’s the easiest thing to do, but unfortunately the one so many companies do badly. Ensure employee recognition is at the top of your agenda. Always thank staff for their efforts and ensure middle and top management do the same too.
Gary Cattermole is director of staff survey and employee engagement provider at The Survey Initiative.
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