Before I let you in on some super simple tips to reduce turnover in your organisation it’s important to get you motivated to put them into action. So here are some depressing statistics which will very likely do the trick, and get you to put turnover reduction at the top of your to-do-list:
So if that's managed to light a fire in your belly then here's 5 tips to keep your employees exactly where they are!
Importantly - block off the next hour in your diary so you can put these into action - you won't be sorry!
Tip 1: Their happiness should be your number 1 priority
Remember this 1 key phrase - always: “happy employees are profitable employees”
When our staff are happy, they’re motivated and willing to do pretty much anything you ask of them. They will also be far more productive, proactive and profitable than unhappy members of the team (who usually cost you money by just being in work…). Write this phrase on a post it note and stick it to your monitor, on your door, on your car dashboard… anywhere and everywhere. It needs to be your number one mantra going forward.
Tip 2: Make them feel appreciated
Say thank you…
Yes – it really is that simple! Other than giving your employee a pay rise it’s the one thing employees consistently cite on their exit interviews that their employer could do to increase overall happiness. Pick an employee right now, walk over to them and say thank you for something they have done today. If you can’t think of anything then what on earth are you paying them for? Even if it’s the most mundane thing you can think of big it up and let them know how it has helped you achieve your tasks/goals today. But do it properly… For example – you’ve got an intern in the office who is responsible for collecting, and sorting the post.
Thank you example number 1: “thanks for picking and sorting the post you do such a great job of it…” OK so you basically sound like a pratt, and a patronising one at that…
Thank you example number 2: “thank you for picking up, and sorting through the post that extra five minutes you gave me by doing that task enabled me to schedule a meeting with one of our key customers something I probably wouldn’t have been able to get to today without you help…” – now the intern feels awesome and you get a gentle reminder of all the things you were able to do because of your interns dedication to the post! #winwin
Tip 3: Make them feel valued
Ask them for input – and act upon it!
We’ve all been there – someone has asked us for our opinion then they completely disregarded what we said and did what they wanted… Lets be brutally honest – it felt awful didn’t it? So why are you doing the same to your employees? They need to feel valued and the quickest way to do that is to act on their information. Now it’s important that you ask for input on something worthwhile, and you only follow through if it is a viable plan. If their advice isn’t great, or not something you can use then make sure you feed that back (constructively), this way they know you valued their opinion. More than just being about them – no one person is perfect (sorry to break that to you, if it’s the first time you’ve heard it….), and you hire your employees for a reason so why aren’t you utilising their skills and expertise?
Tip 4: Use them appropriately
Get out their CV, your SWAT analysis, and their latest performance review…
All the information you have on your employees past and present will help you paint a true picture of who they are, and what they like to do. While you may think reading your employee likes to ‘bake and decorate cakes’ is completely irrelevant to their role as the administrator I would say think again. Think about what they're really saying – they’re able to follow instructions (cakes won’t rise if you cant put the right ingredients in, in the right order…), they are creative and have a lot of patience (if you have ever tried to decorate a cake you will know it takes ages, and if you’re easily distracted then it will never end up looking good). Chances are they also have great organisational skills – I bet all of their baking stuff is all neatly stacked/stored for ease... So how does this help you? Well the next time you need someone to go through loads of files, do some classification/ordering or to follow instructions to the letter your administrator may be just the person needed! If you’re able to tie tasks to the right employee you will save yourself a hell of a lot of time, and money. Get our your records for one employee and start to really digest what they have told you/what you have seen, then match their skills to items on your mammoth jobs list!
Tip 5: Get your house in order
Take a look at your leaders
Although addressing this issue can take many days, weeks and months assessing whether your leaders are up to scratch can be done relatively quickly. Well in all honesty – you should already know this, and maybe you do deep down you just haven't admitted it yet. If you’re unsure here’s what you can do – watch them in action. Find every opportunity to observe your leaders interacting with their team, with other leaders, and your support staff (cleaners, admin assistants, handy men/women…). If your leaders are consistently friendly, polite, and helpful to everyone then you know you’re onto a winner. They may not be the most skilled yet – but that’s ok this can be taught. If they act differently to all of these three different groups (paying particular attention to how they treat those employees who are right at the bottom of the hierarchy), then in all likely hood you don’t have someone in place who genuinely cares about people. If your leader doesn’t care about people, they will be unwilling to put employee happiness at the top of their to-do-list.
Kickstart your employee reducing turnover mission by inviting us in to deliver a mentally healthy employee workshop -