There are many reasons for high staff turnover in your small business. Here's how to keep your best employees from leaving and being unsatisfied at work.

1. High
Staff
Turnover?
Top
4
Ways
to
Lose
Your
Best
Employees
Many
companies
face
the
challenge
of
high
staff
turnover,
which
can
devastate
morale,
reduce
productivity,
and
drive
up
costs.
According
to
a
recent
study,
48
percent
of
new
hires
fall
through
within
the
first
eight
months
of
being
hired.
It
has
also
been
estimated
that
losing
a
middle
manager
can
cost
a
company
up
to
100
percent
of
the
manager’s
salary,
while
the
loss
of
a
senior-­‐level
executive
can
almost
double
that
figure.
Employee
retention
is
imperative
on
both
entry-­‐level
and
senior
executive
levels
alike.
By
creating
a
stable,
superior
workforce,
your
small
business
can
focus
on
growth
and
perform
better
than
your
competitors—even
in
a
down
economy.
But
the
first
step
in
doing
so
is
to
understand
what
causes
employees
to
turn
your
business
into
a
revolving
door.
1.
Your
Best
Employees
Are
Overwhelmed
You
rely
on
your
top
employees
because
they’re
the
best
at
what
they
do.
You
can
count
on
them
to
come
through
when
you
need
it
most.
If
your
small
business
has
gone
through
any
recent
layoffs,
your
best
remaining
employees
are
likely
overloaded
with
excess
tasks.
Although

2. it
may
initially
make
sense
to
ask
your
best
people
to
take
on
the
additional
work
of
two
or
three
employees,
this
temporary
fix
often
ends
up
becoming
status
quo.
The
result
is
resentment,
burnout,
and
high
staff
turnover.
When
your
existing
employees
feel
overworked
or
stuck
performing
the
same
boring
tasks,
they
start
looking
for
other
sources
of
employment.
2.
Lack
of
Advancement
or
Development
Opportunities
If
you
expect
to
keep
your
best
employees,
you
need
to
offer
them
some
form
of
career
advancement
or
opportunities
to
develop
their
skills.
This
can
include
providing
training
programs
or
management
courses
to
help
prepare
lower
level
employees
for
openings
in
more
senior
positions
down
the
road.
When
employees
feel
like
their
career
is
stagnant
and
they
have
no
chance
for
growth,
they
start
looking
for
companies
that
can
offer
it.
3.
Owners
or
Management
Are
Absent
Small
businesses
run
into
high
staff
turnover
issues
when
management
doesn’t
appear
to
be
involved
or
available
on
a
day-­‐to-­‐day
basis.
If
you’re
just
occasionally
checking-­‐in
but
are
never
around
to
answer
questions
or
interact
with
employees,
they’re
going
to
wonder
about
your
commitment
to
the
company.
Although
you
may
be
pounding
the
pavement
for
new
business
ten
hours
a
day,
you
still
need
to
make
the
effort
to
engage
employees
at
the
office
as
much
as
possible.
It
comes
with
the
territory
of
running
a
successful
business.
Make
sure
employees
know
you
have
an
open
door
policy
as
well,
and
encourage
them
to
stop
by
with
any
questions
or
concerns
about
the
business.
4.
Company
Goals
Aren’t
Shared
You
might
know
where
you
want
your
small
business
to
be
in
six
months
or
even
five
years
from
now,
but
do
you
share
it
with
your
employees?
If
employees
don’t
know
what
they’re
working
toward,
they
won’t
be
motivated
and
may
doubt
your
ability
to
lead
the
company.
But
don’t
go
overboard
with
sharing
your
plans
for
the
business,
either—employees
don’t
need
to
know
all
of
the
details.
Endlessly
discussing
strategies
can
actually
push
employees
away
and
cause
them
to
become
overwhelmed,
especially
when
they
don’t
know
why
they’re
being
led
in
a
particular
direction.
Get
Help
With
High
Staff
Turnover
It’s
never
too
late
to
implement
strategies
to
prevent
the
employees
you
value
most
from
leaving.
You
just
need
to
avoid
these
costly
mistakes
so
you
can
turn
around
your
retention
rates.
If
your
business
is
struggling
with
high
staff
turnover
today
or
you
want
to
stop
it
from
happening
in
the
future,
get
your
copy
of
Practical
Tools
to
Manage
Costly
Employee
Turnover.
This
e-­‐book
gives
you
strategies
you
can
start
using
right
away
to
reduce
turnover
and
lower
your
human
resource
costs.