Companies either struggle with employee turnover reduction plans or, worse yet, do absolutely nothing to reduce it. Robert A. Cameron & Associates suggests how to correct this problem in four easy steps, that companies can implement immediately.
(PRWEB) September 21, 2005 -- Would you like to reduce employee turnover, who wouldnt? Google reduce employee retention" you will get lots of advice, 32,600 pieces of advice, to be exact. To do is it is actually a lot simpler than what many of the articles prescribe. The solution is simple, place the right people in the right job, recognize their performance, reward them occasionally, and treat them with respect.
So why does this not happen? There are lots of reasons I hear but frankly they all amount to weak excuses. Take a look at the companies in any industry and you will find a number with high turnover and some with low turnover. The difference is caused by just subtle, but very effective, differences in their hiring and retention strategies. We have studied them and suggest the following four steps to get your employee turnover lower
First, use an effective, validated, and legal pre employment test to screen out people with a poor work ethic and bad attitude. They typically take about 20 minutes and they reveal more about that candidate then you will ever get in an interview, job app or background check. Average cost $20.
Second, use a job fit assessment to match the right people to the right job. A person may interview well, have the right education and background, but doesnt mean they fit the job. Find out if they have the same profile as your top performers. To do this is very simple with the employee assessment tools available. They are easy to use and understand, and provide you with a simple to understand report that says the candidate fits the job or doesnt. Average time is about 30 minutes with a cost under $100.
Third, do employee evaluations regularly. People need feedback, good or bad. How can we expect change if we dont communicate? Use a simple online system, so administration is a snap and there are no excuses for not getting them done. Remember, people leave supervisors, not companies. They take about an hour to prepare and about the same to present, with a cost of about $25.
Finally, implement an employee recognition program. Reward employees with gifts on service anniversaries or to recognize significant achievements. People need this recognition and, once again, there are all sorts of online employee recognition programs that are easy to implement. You control the budget but a nice $25 gift says a lot and only takes a few minutes to do.
So for a modest investment of around $150 and a few hours time, much of it the candidates, you can reduce employee turnover significantly. That will give you a substantial return, given the high cost of turnover. If you are a company suffering from high turnover, take a look at these four easy steps and get on the road to improvement. All of them can be implemented in 24 hours.
For more information on this critical business issue and the online solutions to handle it, contact Robert A. Cameron & Associates, Weston FL. They work with employers across the country to help them increase the effectiveness of their employee selection, hiring and development, and improve their companys productivity and profitability. They can be reached at 954-385-8701, or visit their Website at www.racameron.com.
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