reducing turnover and increasing retention tips and tactics for supervisors
TRANSCRIPT
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Session ObjectivesYou will be able to:• Identify the costs of excessive turnover• Calculate and analyze your department’s
turnover rate • Determine causes of turnover among your
employees• Understand what your employees want
from their jobs• Develop an effective turnover reduction
strategy
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Session Outline• Direct and indirect costs of turnover• Voluntary vs. involuntary turnover• Determining causes of turnover•What employees really want• Tactics for retaining employees
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Employee (Dis)Satisfaction• Large percentage of
American workers dissatisfied with jobs• Many plan to move on
within a few years• National voluntary
turnover rate is around 20% a year• Monthly turnover rate
is over 3%
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The High Cost of Turnover • Direct costs • Indirect costs • Total costs
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Voluntary Versus Involuntary Turnover• Involuntary turnover • Voluntary turnover
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Calculating and Analyzing Your Turnover Rate • Company turnover rate
• Department turnover
rate • Comparing turnover
rates
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Calculating and Analyzing Your Turnover Rate (cont.)
• Variation in rates • You have a problem if:
• Annual voluntary turnover higher than 20%• Department has higher turnover rate than company
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Determining the Causes of Turnover • Exit interviews • Conversations with
employees
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Determining the Causes of Turnover (cont.)
• Questionnaires • Surveys
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Facts About Turnover• Questions?
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What Employees Really Want • Good, safe work environment • Good boss and co-workers • Opportunities for growth and development •Meaningful, challenging work• Having enough time to do quality work • Recognition
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What Employees Really Want (cont.) • Freedom to use judgment and initiative • Being part of a team • Fairness and consistency • Clear goals and well-defined tasks • Deciding how to perform tasks• Influence and decision-making opportunities
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What Employees Really Want (cont.)
• Adequate resources • Being able to take pride in their work and
the organization • Sharing ideas and solving problems with co-
workers • Being consulted when affected by decisions
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Hire the Right People • Explain the job • Define your
expectations • Look for a good fit
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Get Off to a Good Start • Orientation • Training • Coaching • Teamwork
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Provide a Healthy, Safe, And Secure Environment • Health • Safety• Security
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Provide Leadership and Direction • Set clear goals• Define responsibilities
and set limits • Explain policies • Be fair and consistent• Deal with all
complaints promptly
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Challenge Employees • Assign meaningful work • Encourage initiative • Delegate decision-making responsibility
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Challenge Employees (cont.)
• Cross-train• Build self-confidence • Remove barriers to
performance
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Provide Opportunities • Training and coaching • Promotions • More responsibility• Special assignments
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Offer Constructive Feedback • Reinforce positive
behavior • Correct inadequate
performance • Make good use of
performance reviews • Set a good example
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Promote Open Communication • Share information • Listen to employees’ concerns •Welcome ideas and suggestions• Encourage interaction among employees •Manage conflict
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Recognize Achievement • Reward exceptional
performance and outstanding achievement • Don’t forget to
recognize regular work, too • Provide incentives • Celebrate group
success
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Offer Adequate Support and Supervision • Be accessible • Show employees that
you value them • Provide guidance and
instructions • Help people learn from
their mistakes • Stick up for your
people
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Provide Sufficient Resources • Tools and equipment • Supplies and materials • Training • Time
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Remain Flexible• Help employees
balance their work and personal lives• Capitalize on diversity • Accept change
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Retention Strategies• Questions?
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Key Points to Remember• Employee turnover is a costly problem • A voluntary annual turnover rate in excess
of 20% or above the company average may indicate a problem • You need to identify causes of turnover and
develop strategies to retain employees