5 Steps to Combat High Employee Turn-Over

Are your employees leaving faster than you'd like them to? Here are a few things to consider to reduce employee turnover.1. Know Who You Are HiringBefore your employee is hired, be sure to do some due diligence. When the interviews go well or if the person has been referred, often we will overlook some of the small steps we need to take to make sure they are the right candidate, before making an offer. But the extra effort could really pay off in the long run. You could discover a number of attributes that didn’t show up in their resume or interview. Here are several items you can do with minimal effort to gain clarity:- Ask for and call references- Google and review social media profiles- Go with your gut and ask about the missing info on their resume these small steps could save you time and money when hiring a new employee.2. Set Realistic ExpectationsOne of the biggest complaints from employees in their job is, this is not the job I was hired to do. We all want to make the job opportunity as appealing as possible. But when it comes to setting expectations, it is often in the best interest of the business to include the less than desirable tasks, so the candidate can make an informed decision. That way, you and the candidate are set up to succeed.3. Offer a Competitive package with a lack of qualified employees in the marketplace, it is important to stay competitive as an employer. But thankfully, each employee will prioritize different offerings based on their needs. It is important to find out what is most important to candidates during the interview process. Some candidates may be willing to negotiate their salary for vacation time. Other candidates may be more focused on health care coverage and 401K offerings. If you are struggling to offer greater incentives, be sure to consult partners like Nexus Catalyx that can provide greater options than you may have realized.4. Set Up Regular Evaluation OpportunitiesMost people perform better when they receive feedback from their manager that lets them know how they are performing. Setting aside a specific time to review performance is critical in the growth and well-being of any employee. To ensure a successful conversation, be sure to include areas of strength and strong performance as well as opportunities for growth. Omitting either of these may cause challenges with the employee’s performance.5. Personalize MotivationIt is important to know what motivates your employees toward loyalty and growth. If it is not obvious to your time working together, ask them. If they don’t know, have them try to gain a greater awareness of what keeps them motivated and share that with you. If it is being recognized for its accomplishments, be sure to work it into your routine. If it is money, it might mean you change their compensation to a performance-based structure. Each employee is different. If you have a large staff, you may want to engage your managers in this practice and give them ownership to motivate their employees on an individual basis. You don’t have to take all of these steps at once, but by gradually adding in ones that feel appropriate to your business, you will begin to see a slower turnover rate.