Tired of Turnover? Here’s How to Keep Your Team!
Are you tired of hiring employees just for them to turnaround 6 months to a year later and quit? Employee turnover is a vicious cycle of hiring, training, and replacing which I know you and your company’s bottom line are tired of. What have you tried to break this cycle? Last week's blog discussed How to Hire your Forever Team, now we would love to help you KEEP them!
I hope you enjoy reading my blog and feel free to comment any questions or additions you may have to the content!
Hire for Forever
The hiring process is crucial in building a team that will stick around. When it comes to hiring a forever team, you need to have a solid team structure, develop your company culture, consider outsourcing vs in house options, establish a hiring structure, know what you want, be fair & consistent, and you MUST transition the new hire in the best way. Check out last week’s blog, 6 Steps to Hiring Your Forever Team, for a deeper dive into overhauling your hiring process to lower turnover!
Aside from revamping your hiring process, another way to ensure your prospects are a great fit for your team is to include current employees in the interview process. Not only does this give you a chance to see how the prospect interacts with future coworkers, but it also gives them the opportunity to meet the great people already working in your office. With multiple people in the workplace meeting potential hires, you will also learn more about the prospect from varying points of view.
Develop Great Management
A company’s most direct influence with employees is through their managers. The managers oversee hiring, training, conflict resolution, project organization, and so on. They are very hands on with employees which is why some of the top reasons employees leave companies is due to their interactions with management. Training management to retain employees is very important to creating your forever team and will also save you time and money in the long run (hiring, training, hassle, etc.)
When it comes to developing great management, you must train supervisors to instill respect, responsibility, and individuality in their employees. Respect ensures the employees are spoken to and treated like esteemed assets to the company. When employees feel valued and seen by higher ups, they are much more likely to stay with a company. When a manager gives their employees some autonomy and responsibility, rather than micromanaging them, employees feel less pressure and are apt to be more productive.
Great management makes certain that their employees are heard. One way to practice this is to survey employees anonymously, which eliminates any threat to their person or position in their eyes. Personally, I favor the idea of “making rounds” through your department. This concept is similar to how doctors or nurses make rounds to check on patients, rather it is a manager walking around the office in a more casual approach. When a manager walks around the office to chat with employees in a more casual manner, they may come across more honest feedback, nonverbal responses, and simple observations. This can be crucial in recognizing the needs and happiness of your employees to make adjustments and keep them on board longer.
Great management also needs to focus on the aspect of team morale by holding employees responsible in a consistent manner. Low performers need to be held accountable and treated differently than high performers. This is not to be taken in a negative way, but acknowledging those that are high performers and treating them with a bit more regard while the low performers get more resources and hands on help will help employees feel recognized and cared about. This will also boost performance because focus on employees needs is where it should be.
Lastly, make work/life balance a priority in your management style. Another major reason employees will leave a position with a company is because they are feeling burnt out. When you give employees time with their families, adequate days off, and some leeway in leaving work if their kid is sick or something comes up- you better believe they will pay it back with loyalty.
Initiatives. Enough Said.
In psychology, operant conditioning is a method which utilizes rewards and/or punishments to associate with desired behaviors. You may have implemented operant conditioning if you were potty training a puppy at one point, when they go potty in the house, some people rub their nose in it and say “bad dog.” When the puppy goes potty outside, you reward them with a treat and say “good dog.” Now, I don’t mean to compare your employees to puppies, even if they are just as cute (lol), but a similar method of operant conditioning can be applied in the workplace- incentives.
Rather than giving employees cookies when they do a great job on a project or task, reward them with bonuses for reaching certain goals and/or milestones. Bonuses can be anything from gift cards, to paid time off, or even a free lunch. By offering incentives, you are not only rewarding your employee for great behavior, but also giving them some control of the benefits they receive. This can be a great motivator for productivity in the workplace, especially if some of your employees are competitive.
If you do want to consider giving your employees more time off work, either to help maintain burnout or as an incentive, consider implementing a plan for them not to fall behind. At REVEX, we offer a non-committal subscription service where we can be a healthcare facility’s “back-up.” We get setup with the facilities medical billing programs in three simple steps, after this, we are available for them on a pay-as-you-go basis to help cover any employees that are out of office. This is a great option to keep your employees are worry-free when their off and come back all caught up on their responsibilities!
In conclusion, invest in your employees. Invest in making your processes effective, invest in making management optimal, and invest in your employees. When your employees are happy, taken care of, and heard they will be loyal and work hard for you. Yes, this does mean spending some money and time with new processes and benefits, but when it comes to bottom line you will be saving money by lowering turnover. It is worth it.
Thanks so much for reading!
P.S. Remember to subscribe for email updates right above this article!