Have you ever wondered why most of your staff quit? High staff
turnover could be caused by several factors that may be camouflaged among the
daily work ; Being unemployed is a decision that can be difficult for
anyone, so it is important to do a review to check the reason for the problem
as this reflects a drain of human talent .
Some of the main reasons an employee commonly decides to resign are:
- A bad work environment: having a heavy environment
in the office can tire anyone; wear us out physically and
intellectually. If your office does not have a pleasant environment,
it is very likely that you will lose good workers. Organize
activities that allow everyone to share and release the pressure or stress
that is often generated.
- Unfair remuneration: when an employee feels that his work is not
being well paid, he immediately loses his interest and begins to perform
the minimum, until he ends up getting better job offers that will lead him
to resign without thinking twice. Use tools that help you set fair
pay scales for everyone.
- Personal
growth: when
human capital does not have or opportunities for personal and professional
growth in the organization, it tends to resign. Remember that
your collaborators have professional aspirations and will always look for
a better job, better remuneration and benefits. If they feel that
their job does not give more, they may end up quitting in search of better
opportunities.
- Motivation:
it is important to understand
that your team is not a group of robots, they are people with feelings,
dreams and concerns. When they feel that they are not valued in the
organization and are not recognized by their bosses; they lose
interest in fulfilling their duties. Tiredness from long hours and
work overload are other factors that lead workers to worry a little more
about their well-being than about anything else.
Generally, companies that show high turnover are viewed
negatively. Most likely, people perceive that something is wrong with the
company and causes the progressive loss of workers; in People Next we show you
the main disadvantages of high turnover rates:
- They contribute
to a greater expenditure of time and work.
- For
employees, excessive turnover can also be demotivating, if the changes are
constant they will feel frustrated in what they do, without direction and
uncertainty.
- Training
is also a problem for this type of company because in addition to
consuming time it also consumes a lot of money.
- Another
disadvantage is that when an employee is newly hired, he needs time to be
efficient in what he does. When they are hired for the first time
they have to learn each of their tasks and their level of productivity
will not be equal to that of an employee who has experience in the company
and generally, new employees are prone to making mistakes.
- When we
make constant changes in the workforce we weaken teamwork. As
employees get to know each other, they begin to know their strengths and
weaknesses, generating a certain level of trust and empathy. When
workers are in constant rotation, employees could feel a certain hostility
towards new members, creating divisions in the company that undoubtedly
impede the productivity and development of each of the processes.
How to reduce your staff turnover?
Despite the fact that the rotation of human talent has certain advantages
for an organization; As being able to have younger staff who contribute
new ideas, innovation procedures, and generate positive changes in the
organization , excessive changes can generate problems such as: bad
reputation for the organization, higher spending on payroll, instability,
uncertainty and insecurity for employees. Workers.
We share 5 tips for effective talent retention
1. Recognize their achievements
The lack of motivation among workers is one of the main reasons
for leaving their jobs. Acknowledge their accomplishments and let them
know what you notice when they do their job and when they exceed
expectations. Apply compensation and incentive plans, productivity
bonuses and recognition. The dissemination of successes always becomes
contagion of positive emotions in the company.
If you have detected this weakness in your human resource management, we
recommend you download the info graphic Why is pay for performance a good
idea for your company? And you will learn a little more about the
advantages of this practice and how it can help you encourage your team to
perform better.
2. Communicate with each of your
collaborators
It is very important that your employees feel part of the organization,
that you get to know them and promote humane treatment in which the employee
perceives that they are listened to by the company's leaders and that their
opinions are taken into account. In addition to that, he knows their
expectations to align them with the objectives and achievements of the
organization to ensure that everyone works in harmony and feels really involved
in each of the processes.
3. Provide employee training
Training workers and investing a little in their education is
something they will always be grateful for. Invest in the education of
your staff, develop training plans, support them and encourage them to
continue learning every day.
The learning and development of your employees should be seen as a strength
for the company since the achievement of the established goals will be made up
of the effort and achievement of each of the collaborators in conjunction with
the preparation and strengthening of the skills required to the post.
4. Improve your recruiting process
We can not notice that the personnel selection process fails when, after hiring, you notice that the selected worker does not meet the characteristics of the required position nor has errors that you were unaware of. Once the recruitment is finished, there should be no doubts about the job to either party. Plan the selection process, define the profiles required for each position, and define a salary scale, incentive plans and compensation. Also, it is important not to create false expectations for your staff or promises that you cannot keep; you will end up demotivating them and encouraging their resignation. For this you can rely on the 5 job skills to be a good recruiter.
Lean on tools that allow you to strategically align your work and start
transforming your company today, increase the efficiency of your people and
improve business productivity. The software for human talent SuccessFactors provides you the tools you need for managing human
resources and form a group of strong and committed partners. Each of
the modules will offer you tools that will surely help you to enhance
the strengths of the company take advantage of opportunities and reduce
weaknesses and threats.
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