How to Manage Staff Turnover

Staff turnover has plagued business since the beginning of time. Imagine Joseph shaking his fist at his son when he decided to leave carpentry for a new venture! A mountain of books and articles have been written. Careers have been scrap-heaped. But sometimes we don't need Harvard...we need hard thinking. With today's increasing mobility and with the recruitment world becoming more global, the competition for good employees has become even more intense. The competition for new graduates with real competencies has become a bidding war. So managers can no longer say they can easily find people and casually put oil on the revolving door. Yes, you can easily get new cannon fodder, but studies have shown the substantial amount of time and money...and patience..invested in training a new employee. If you can keep your best, your office will be a dynamo. Still, some turnover is going to happen, no matter how good you are in trying to keep your staff. And when goodbye is inevitable...make it work for you.

Instructions

Difficulty: Easy

1. # Look at it as a positive change. You have trained the person well and he/she is now ready for a job that isn't yet available in your company. When he/she moves on...and probably up... you will have a friend and useful contact in a new company...who says good things about your shop. Guess where your next new employee may come from! In your office, you're getting a new person with new energy and ideas and, probably, new perspective on things in the company. Please check "How to Welcome a New Employee" to get some ideas on how to make them part of the team.
2. # Find out the turnover average from your industry. If you average 20 percent less than the industry average, congratulate yourself. If you average 20 percent more, then you better look deeper.
3. # See if there is a pattern. Go back on your last 3 years' experience. Is there a pattern to the turnover? If there is none, then it is just the natural flow of office life. But if the people leaving happen to be from one department, or under a particular supervisor, look into this. If there is a problem, intervene immediately before you lose more of your employees. But don't assume...listen, listen, listen.
4. # Get feedback. Often, employees who are leaving will give you soft reasons and not the real one. Try asking questions like how does your family feel about you leaving the company? What do your friends think about your move?
5. # Encourage them to talk about their experience in the company. Ask questions like: What are we doing well here that you will bring with you to your new job? Is there any policy we have or process we use that you would not want in your new place? What do you think of our company's communication strategy? Did you feel that you are a part of what is happening around here? When we hire your replacement, what skills, attitudes, competencies should we be looking for?
6. # Make leaving a positive experience. Take time out to say thank you. Make it simple. Gather the other employees around and give your thank you to someone who helped build the company...or helped make an effective office or....well, you can always find something good even if they were doofuses! Thank her/him for the time she/he spent with all of you. If the company is big, his department will be enough. A public positive send-off will give employees the message of how much you value each one and that you appreciate their effort.
7. # Offer help. What can you do for them to help them succeed in their new job? Any phone calls? References? Whatever.
8. # Open a door, don't slam it. Assure them of your continued help and your willingness to collaborate in areas where your company can. You will be surprised that most of us often think of our former colleagues when we need help because we know them better, know their competencies and interests. Keep that door open...you could be working for them in a few years!

Tips & Warnings

• Chances are, when your employees see you working hard at these things, they will appreciate working in your shop and not race to the headhunters every rainy day. You will also widen your network and have a family of former employees who will be happy to be a resource to your company because of the positive experience you have given them.