Employee turnover is something a lot of companies struggle to combat. However, when managed properly, your employee population can work to support you, instead of fighting against you. We're going to show you how. Learn more by downloading our eBook, diving into even more tips and explaining strategic ways to achieve success at your company: http://resources.urbanbound.com/companies-give-tips-to-combat-turnover

2. “I’m putting
in my two
weeks.”

3. ...is the last thing
any manager wants
to hear.

4. TURNOVER IS:

5. expensive.

6. time consuming.

7. frustrating.

8. did we mention expensive?

9. so we’re
going to lend
you a hand.

10. We asked
what their #1 tip was
for reducing employee
turnover.
7 companies

11. Here’s what they said.

13. “Our TAB board member—Jim Consedine—offers a unique
program that has inspired personal development and
loyalty to him and his firm. He gives each of his staff a
$500 budget per year to spend on any kind of personal
development, with the stipulation that it does NOT
have to be directly business related. He encourages
employees to find something they have always wanted
to do or be better at: they can take music lessons, learn a
language, go to a ‘learn about yourself’ retreat—
whatever they want to do in a personal development
mode. The team is encouraged to share stories and
experiences. Continual learning, well-rounded individuals
and employees who appreciate their boss and fellow
employees are the result.

14. The truth is, people can get burned out
at their jobs—and fast—especially if they
feel like they aren’t growing or
learning.
Getting people out of their daily grind
and into something which can act as a
mental release may keep that “burn
out” phase from happening as
frequently.

16. “
”
Support a genuine work-life balance. Most organizations
speak of it, fewer and fewer seem to mean it. Assigning
workloads that can’t possibly be done within regular
work hours may be okay for younger go-getter types,
but it gets more difficult for people who have families
and want to spend time with them. In time, even
employees who may truly want to stay with an
organization will leave it if they can find a place where
workloads truly align with the number of hours in a
regular work week.

17. Offer flexibility and be clear with what
your standards are.
The key? Be as specific as possible. If
you want emails to be answered after
hours—make that clear from the
beginning. However, if being
responsive is only required between 9-
5, try not to fault employees who
disconnect once they leave the office.

19. “
”
Competitive salaries, health benefits and company
perks are no longer enough to keep employees
satisfied. Employees are looking for ways to
contribute to the betterment of their local
communities and to society as a whole. By aligning
a company’s philanthropy program with causes
employees care about, companies can reduce
employee turnover. Philanthropy and social
responsibility are great motivators, and this is
especially true with younger generations.

20. 72% of Millennials want a job where they
have an impact—they want to be a part of
and work that they
can see make a difference.
Offer opportunities for social good both
inside and outside of the workplace. Most
employees want to work for a company
whose values align with their own, and who
try, at least in some facet, help people.
something that matters

22. “The single most effective way to reduce turnover and
retain top performers is to cultivate a company culture
that employees cannot imagine leaving. According to
the 2015 SHRM/Globoforce Employee Recognition
Survey, employee retention/turnover is the #1
challenge facing HR leaders today. Therefore, it’s
important for companies to create a culture that puts
people first, shows a commitment to employee
happiness, and places a strong emphasis on employee
development. This culture reminds employees of their
worth as individuals through consistent recognition
and appreciation.

23. Company culture starts with core values,
a strong mission, and the people.
It doesn’t always have to do with
material items, in fact, a company culture
will not survive on only that. You need to
form the groundwork of your company
based around the culture you want to
cultivate, and then allow it to organically
grow with your company.

25. “
”
In my opinion, the #1 tip to reducing employee
turnover is enhancing the self-awareness of every
leader in the organization. This ties back to the
concept that you can’t lead anyone until you
know how to lead yourself. Throughout the years,
someone’s supervisor is always one of the top three
reasons why people leave companies.

26. The people you choose to put in leadership
positions is an important choice—and it
should be one made with caution. It takes a
very special kind of person to lead a team,
and as company scales, those managers are
the ones who handle the day-to-day goings
on.
Train your leaders well, and make sure that
they are fully equipped and capable of the
responsibility.

28. “Make sure that your intervention addresses the
actual issue behind why people are leaving. Too
often, interventions are shots in the dark and may
only cause more resentment. The top reasons for
turnover are: Poor relationships with management
or other employees, lack of a sense of meaning or
purposefulness in a job, a lack of challenge, no
opportunities for growth. It’s typically after these
reasons that compensation becomes more relevant.
Do good diagnostic work, be humble enough to hear
the answers without being defensive, and then
address the actual problem.
When you try to reverse an employee’s decision to leave:

29. Instead of taking ‘shots in the dark,’ try
to really get at the root of the problem.
Understand where your employees are
coming from and have conversations
with other employees.
If they are feeling the same pains, try
to make structural changes. Good
management is about being able to
take feedback and responsibly use it to
make the necessary changes.

31. “Make sure that you give employees a clear
understanding of what is expected of them by offering
a detailed outline of their job description and taking
the time (before signing on the dotted line) to share
with them about the company, what you stand for,
what your goals are, and how, as a staff member,
they’ll be expected to represent your company. Also,
assign the new staff member a mentor, someone who
can help them navigate their way. Note: better that
this mentor is not also their boss. Everyone wants to
feel like they are connected to the group or ‘family’ at
a new place of work. Having a buddy will help them
make that connection more quickly.

32. Reducing turnover doesn’t have to be
an afterthought. It can be something
you do proactively—starting with the
hiring process.
No matter how fast you want to fill a
position, never compromise good fit
for timing. Be clear about what is
expected of the position, and take time
on the front end to educate employees
about company culture and structure.

33. To recap:

34. Listen to your
employees.

35. Ask them what’s
working...

36. ...and what isn’t
working.

37. Try new things.

38. Explore different
strategies.

39. And last, but
certainly not least,

40. never stop paying
attention to your
culture!

41. Hopefully this sparks
some ideas for how
you can start exploring
ways to reduce
employee turnover at
your company!

42. brought to you by: