A better turnover recipe?
Dear e-COACH,
I am constantly having my staff quit on me and I have no idea why. They are always off to greener pastures after 1 to 2 years, but there don't seem to be any bad feelings. We are a medium manufacturing facility and I'm the owner. I've had to hire almost all new managers and supervisors in the last 2 years. This totals about 9 out of 11 people and has cost me plenty for hiring and training. What do you think the problem could be or is this just the work ethic of people today? I'm in my sixties, so maybe I'm not "with it" anymore.
Dear Sixties,
I don't think not being "with it" is your problem. Nor is this an indication of today's work ethic. There could be a number of factors contributing to your high turnover. Here are three typical causes that you could examine.
Salaries/Benefits - If they're too low, you'll get entry level people who stay only until you've trained them. Then they'll go to a higher paying company (often a competitor). Get a professional survey done to find out where you fit in with similar companies in your industry / area. Then aim to pay in accordance with your size and budget - in your case probably not the lowest, but not the highest either.
Management Style - Do you involve your managers in company decisions? Treat them with respect? Give them authority to act? Meet with them as a team? Encourage their professional development? Measure and reward their performance? If you answered 'no' to any of these, you may need to examine your management style. Take courses or get an executive coach to help you to learn to improve.
Company Culture - Is your company a pleasant place to work? Are employees generally happy, positive and productive? Do you provide opportunities for them to get together socially or recreationally sometimes? Do you communicate with them regularly? Are personal needs, safety and values respected? Are there opportunities to be promoted and to learn? Again, if you said no to any, this might be a clue.
So far, no one has told you where to improve because you're the boss. Why not ask them? Provide questionnaires, do exit interviews, do an employee survey or ask previous employees for feedback. If you are receptive and listen carefully, you will get your answers. I encourage you to get professional assistance and use a strategic, focused approach. Then be prepared to act on the information by making the necessary changes.
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