City Personnel Blog

Turnover: The Common Denominator

The employee turnover rate is the worst it's been in over ten years. We have information for how your business can fight it.
October 15, 2018

In the past three years, there has been an increase of the importance of focusing on the individual, meaning millions of people are starting to seriously take their feelings into consideration when looking for a career path. Americans spend a lot of their time at work, but they don’t necessarily want work to become their life. That’s why it is always important to consider staff morale when trying to move a company forward.

There are more jobs than there are qualified employees to fill them. This means that, for the right candidate, it’s easy to find another job in a short amount of time. While this may be a relief for those who may not necessarily be happy with their current place of employment, this can be a threat to businesses.

Today, the employee turnover rate is at an all-time high. In fact, it’s the highest it has been in over ten years with over 60% of the employee population reporting that they are unsatisfied in their career, and are considering leaving their current employer. The first step to making sure an employee stays loyal to their company is to look for warning signs of an unhappy worker.

1) Absence

If an employee is unhappy, their attendance may start to dwindle. They may be late, leave early, or even call out often. When a person doesn’t feel like their well-being is a priority, they won’t make being at work a priority.

2) Productivity

When an employee’s empathy for the company has been drained, the caliber of their work will, too. Maybe they will miss deadlines, make small/foolish mistakes they wouldn’t normally,  or completely forget to turn a report in altogether.

3) Communication

Communication is usually the last and most crucial change in an employee’s demeanor. Watch for an employee who starts to ignore or avoid social interaction at work, IE, responding to emails, not attending out-of-work events, or an employee who doesn’t even call to say they’ll be in late or absent any more.

If you start to notice an employee starting to exhibit these traits, before getting mad at them, try stepping into their shoes first. If you are able to sympathize with why an employee might start to feel undervalued, you can then take the proper initiative to improve their work experience, thus increasing the chances they will want to stay.

1) Say “Thank you”

People like to feel seen and appreciated, and a couple small words of encouragement can go a long way.

2) Take time to check in

One of the biggest reasons candidates leave their place of employment is because they feel companies see them as workers, not individuals with thoughts and feelings of their own. Meet one-on-one with employees to check in, ask what they enjoy about their work, and areas in which they believe the company can improve

3) Check your perks

Because of the dwindling candidate pool, companies are viciously competing with one another to entice potential employees, which sometimes means stealing them away from other companies. Make sure that the salary and benefits offered are competitive, as not to drive a good employee into a rival companies’ arms.

4) Flexibility

Depending upon the business, some companies may be able to afford more flexibility than others. If the schedule allows, try being more accommodating when it comes to work days and hours. Several studies have shown when a company invests in the well-being and importance of a balanced work/personal life, employees are happier, and tend to be several times more productive than the leading competitor.