While many companies are focused on attracting new talent to their organization, very few have a plan to keep the one who is already part of the workforce.
Reason why there is currently a high staff turnover in many companies, which find the objective of positioning themselves very complicated because they fail to retain their workers.
That’s why in this article, we will study the 5 reasons why most employees consider changing jobs and how you can avoid it.
Keep in mind that if you have any questions or would like us to help you, you can contact us and we will help you strengthen your company’s sense of belonging.
What is staff turnover and why does it have a negative impact?
Staff turnover is the process in which a worker leaves his position and must be replaced by another.
In other words, any exit or entry of an employee into the business results in a turnover.
This is a situation that has a negative impact on companies, from the economic point of view, since it involves new costs of hiring, training and replacing workers.
In addition, it also has a negative effect on the reputation of the business itself, since it indicates that it is not in the interest of stable workers.
But, like any other situation, it also has its positive element, because it is enough to identify what is the reason why it happens and identify the causes to prepare a containment plan.
The five reasons why the turnover of a business increases.
Although there are reasons why a worker can make the decision to leave for another company, there are 5 that are repeated on a regular basis:
- Low morale.
- Inadequate policies and procedures.
- Poor management practices.
- Lack of employee development.
- Lack of cooperation from superiors.
Now, let’s analyze each one separately to understand what it involves and how to act in case this is the situation we are facing.
Cause #1 – Low morale
When workers have little confidence in their superiors or in the company’s own vision, they will begin to look for new professional opportunities.
An employee’s commitment to their work goes beyond seeking an economic reward, but at least aspires to achieve their career aspirations.
When the person has the feeling that the company does not have a defined course or that this course is not aligned with their goals, they will begin to look for other paths.
Cause #2 – Inadequate policies and procedures
When a company does not take the right measures to curb staff turnover, it can send workers a very concrete message: their well-being is not taken seriously.
This is a situation that can lead to a negative culture, which hinders the possibilities of hiring and retaining good workers.
It is important not only what is done, but also the feelings which are transmitted to the workers.
Cause #3 – Poor management practices
There are a number of errors that can derive from hostile and passive employees, which generate two complicated effects on the company.
The first is the spread of a bad attitude among the company’s workers, which can lead to a lack of motivation and commitment that has a direct impact on the company’s results.
On the other hand, this type of attitude is what precedes, on a regular basis, resignation decisions.
It is as important to create a good climate, as once the people who do not share it are identified, separate them from the rest of the workers.
Clave #4 – Lack of employee development
When employees don’t receive the training or development opportunities they need to grow and advance their careers, they’re more likely to quit to find a job where they can grow and advance.
Companies that provide training and development opportunities to their employees and offer training to develop the skills of their workforce are less likely to experience staff turnover.
That is why it is important to think about whether we have a development and training plan in the medium and long term.
Or plan a strategy for 2023 that will attract and retain our team.
Clave #5 – Lack of cooperation from superiors
When workers don’t feel supported by their bosses or coworkers, they’re more likely to quit to find a workplace where they can feel valued and appreciated.
Companies that encourage collaboration among staff and provide opportunities for workers to contribute ideas are less likely to have turnover problems.
That is why it is essential to implement secure communication channels in which a worker can communicate with his superior and improve the professional relationship.
A más comodidad de cada trabajador, más seguro se sentirá para desarrollar sus habilidades, que impactarán de manera directa en los resultados.
What will be prevented if a culture is put in place that reduces worker turnover?
As you know, a high rate of staff turnover will have a negative impact on the results.
And not only that, but behind closed doors it will also convey a message that we do not want to be shown.
That is why it is important to apply the following two decisions consciously from now on.:
- Correctly transmit the objectives of each job and the potential evolution of the employee.
- Take care of the suitability of the position, offer adequate remuneration and improve conditions as seniority increases.
As with any other problem, prevention is often better than cure..
Companies should emphasize employee growth, family reconciliation or employee integration as ways to reduce staff turnover.
By investing in employee retention, companies can help ensure they have a strong and stable workforce, capable of contributing to the company’s long-term success.