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Five Tips to Decrease Staff Turnover




You’ve invested time, money, and training and now your barely even settled-in recruit is ready to seize the next best offer before they’ve even started contributing positively to your bottom-line.



Employee turnover is the thorn in the side of many company managers because of the significant cost to company. However, the process of reducing employee turnover actually begins before you even start recruiting candidates:



  1. Hire for cultural fit

Imagine an introvert in an office full of boisterous creatives, or a highly ambitious individual in a company that offers no career advancement. A disaster waiting to happen. Make sure that you hire for cultural fit. This is something that must be established during the initial interview. Find out what the expectations of the potential recruit are and make sure that these align with what the company offers.



  1. Check those references

Many job specs request employment references but even in this day and age, employers may be so dazzled by a particular candidate that they overlook the importance of checking those references with the candidate’s previous employer. Fail to do so and don’t be surprised to find later that your smooth-talking superstar demonstrates a less than sterling performance when it comes down to the wire.



  1. Employee Screening and Background Checks

A quick simple and inexpensive process with a company that specialises in these services will rule out any doubt you may or may not have about a potential candidate. It will also ensure you stay on the right side of the law. Imagine for example the catastrophic impact of hiring a professional driver with numerous drunken driving convictions.



  1. Qualifications aren’t everything

While there are some positions that are not negotiable when it comes to certain qualifications, don’t do yourself a disservice and overlook a potential diamond. There are several award winning reporters that never had the privilege of a degree in journalism from Rhodes. Sometimes, you need to take a second glance at that employee who shows hunger, passion and a willingness to learn.



  1. Lead by example

Finally, once the employee has joined your organisation. Say what you mean and mean what you say. Like it or not. While you may have earned the top spot, your employees are watching you closely and will follow your lead, whether that is a good thing or not. A leader that gets behind his or her team and fosters a culture of integrity will have all the loyalty and support in the world. And if not, you’re well within your right to take corrective action.

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