By Cara Silletto, MBA, and Leah Brown – Crescendo Strategies
Reducing employee turnover demands an investment of time, talent, and dollars. But it also requires companies to stop playing the blame game. It’s time to take responsibility for turnover problems and build a company culture that puts retention at the forefront.
Problems with employee turnover require a multi-level fix, so it makes sense that the blame for turnover cannot reside at just one level. Everyone plays a role, and pointing fingers (at HR, at executives, at management or at the employees themselves) does nothing to solve the problem.
It takes the entire organization to create a culture of retention, and if you aren’t intentional and proactive about building it, an unintentional culture will take over.
Do You Have an Internal Retention Specialist?
And while retention is often deemed everyone’s responsibility, it helps to have a specialized person or small group of people on staff to focus on retention initiatives. This is not as simple as hiring another recruiter to help your HR team weed out the bad hires, so if your company has earmarked the funding for an additional HR position to help with staffing, why not make this person a retention specialist instead?
A company’s retention specialist can hold responsibility for several important tasks, such as:
- conducting and analyzing employee surveys
- fortifying the onboarding process
- identifying and bridging gaps between management and the rest of the staff
- analyzing and revamping compensation or scheduling options
- developing new advancement opportunities
- serving as an employee ambassador
- and so much more!
Having a dedicated resource to fight the employee turnover battle – which will not resolve itself – can make or break your company’s retention efforts.
Do You Have an Employee Council?
Having open conversations at your company about why employees leave (or stay) is crucial for retention, too. So it might be time to provide an outlet for staff to share their opinions and ideas. Establishing an employee network or staff council can be a relatively simple way to create this platform for people to be heard. The group should meet regularly with senior leaders and have an open forum to discuss issues that management may not have noticed.
And beyond just giving feedback, a staff council can also serve as a test group for when management wants to try out a new idea (like a different scheduling model or a new cell phone policy). Having this group in place as a sounding board can reduce pushback when new initiatives roll out to everyone.
When building a staff council, don’t forget about diversity. Fresh perspectives can give your company a heads up on the evolving priorities of today’s workforce, so be sure to include new employees in your group. And engage members from all generational mindsets within your workforce, so you can find a retention strategy that works for everyone.
Retention is often a problem that’s swept under the rug for someone else to deal with until it builds and escalates into an enormous issue that threatens the future of your company. The tidal wave of employee turnover isn’t going to stop anytime soon, so dedicate resources within your company to fight the battle and own the creation of a retention-focused culture that can weather the storm.
The reasons behind employee turnover can be complicated – and hard to pin down. This is part 5 of a 6-part series delving into retention strategies and tips that make it easier to keep your employees. This series was derived and modified from the M.A.G.N.E.T. strategies outlined in Cara Silletto and Leah Brown‘s recent book “Staying Power: Why Your Employees Leave and How to Keep Them Longer.”
The workforce thought leaders and speakers at Crescendo Strategies work with thousands of business leaders to help reduce unnecessary employee turnover. Contact us at [email protected] to see how Crescendo Strategies’ programs or Workforce Retention Bootcamp could help your organization.
Part 1: Management Effectiveness Makes or Breaks Retention Efforts
Part 2: Recruiting Strategies to Bolster Staff Retention
Part 3: Employees’ First Days on the Job Affect Their Willingness to Stay
Part 4: New Staffing Models that Reduce Unnecessary Employee Turnover
Part 6: Need to Retain Your Talent? Start With Building Trust