414-421-9626 jeff@jeffkortes.com

Recently, this employee retention speaker and employee retention author was reading a CNBC article about coping with employee turnover in the high-tech industry.  At first, I read the article and had to say to myself “is what I am reading really right?  Are they saying what I think they are saying?”  After reading the article four times, this employee retention trainer had another colleague read it to make sure I wasn’t merely hallucinating!  The essence of the article was that because turnover was so high (13% a year in high-tech according to the article) and that they had tried a host of things that they came to the decision that “accepting turnover was better than fighting it.”  Really?  Are you serious?  I was in shock.

First of all, 13% turnover is not high in the experience in the mind of this employee recruitment expert.  I have worked with organizations with 100% turnover.  Yes…you read it right…100%.  That’s the traditional rate for this their industry…and they refuse to accept it!  They are constantly working on lowering their employee turnover because they realize if they can, the competitive advantage it will give them could redefine the industry.  Not only that, it’s just not in their nature to simply resign themselves to the fact that they have turnover of this nature even if the rest of the industry does.

When an organization is experiencing high turnover, there needs to be a systematic, process-oriented approach to solving the problem.  Design a process, work the process and continue to refine the process until you find a solution.  If something doesn’t work, you try something else.  To my employee retention clients, giving up is 1) not acceptable 2) dangerous.  If their competitor is able to find a way to reduce employee turnover and they aren’t, they could very well be driven out of business.

This former HR leader and employee retention trainer read the article and all the things that were done.   Accepting turnover is simply crazy in the opinion of this former HR leader and employee retention consultant.  You keep coming back to the problem and work it until you find a solution.  Maybe I’m missing something in this article but I have now read it about six times and I’m still in disbelief.  Employee turnover can be reduced!

Remember…Give Your Employees C.R.A.P.®  Why?  Because C.R.A.P. Works!