Staff turnover has a big impact on an organisation. It costs the organisation time, money and skills / knowledge. If you want the employee to leave fine, but if you don't there are actions you can take to mitigate the impact of staff turnover.
Plan for high turnover
Plan for high turnover
- Forecast your recruitment needs and let an agency know you will look at suitable people if they become available.
- Rotate staff through roles to increase their skills and make life interesting
- Focus on the individual by expanding their opportunities and developing personal career paths
- Target “Manager” and “Team Leader” prospects by giving them extra training and responsibility
- Provide extra training for high performers
- Allow flexible working hours - identify the core hours for the role and allow some flexibility for working hours outside these, while ensuring that role coverage is maintained within teams
- Provide non-monetary rewards - time off, a site visit, fun task, special project or even just a thank you
- Actively increase role variety and ensure varied tasks shared
