As an employee retention speaker and employee retention author, I can tell you that most organizations view their turnover as a deep dark secret that they don’t want their employees to know about. Guess what! They DO know about it. They may not know the exact numbers but they see the revolving door of talent coming through their department, facility or company. The may not know the exact numbers but they know when it’s bad. Well, it’s time to air your dirty laundry and tell your people HOW BAD it is. Show them the numbers. Get out those charts everyone is so fond of showing about quality, productivity, customer complaints etc. Build a chart for employee turnover.
Your employees need to know you have a problem and the magnitude of the problem. After all, it’s their company too and they have a lot at stake as well because when you can’t keep people, it sucks away profits, destroys morale and hurts quality. But most important for your employees…it’s a pain in the ass for them! They are the ones that have to constantly train the new people and they get frustrated by the revolving door of people. By telling your people you have an issue with employee turnover, they will likely give you ideas to help deal with it. In all likelihood, they even have a strong idea as to what is causing some of the turnover and they won’t be bashful about telling you what they think the problem is.
When they tell you what the problems are, you need to take them to heart, put your pride aside and start to act on the things they tell you. As a former HR Leader, that’s what I did and I now do it with my clients now that I am an employee retention trainer. It’s tough to put pride aside and admit that you don’t have all the answers to a problem. But, if you want to solve the problem, it’s a great action step to get the ball rolling on solving your employee turnover problem.
What you will find is that the ideas you hear are pretty simple to do. They are simple but maybe not easy! Most of employee retention is simple…it’s just not easy. It’s not easy to put it all together into a cohesive strategy and to implement that strategy consistently over time. That’s the hard part. The easy part is to start by telling your people you have a turnover problem.