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The cost of employee turnover is sometimes very high for a company. Therefore, an employer who is affected by employee turnover must analyze its causes and find effective ways to prevent terminations. In this article, we will take a closer look at the causes of employee turnover and how to deal with them.
We all know that when there is a problem, it is not the symptoms that need to be treated, but the root cause of the problem. So, the first thing you should do is conduct internal research and find out why employees are leaving the company. To do this, you can first conduct what's called an exit interview - a conversation with employees who are leaving the company. Preferably, the interviewer should not be the employee's former supervisor or the person who issues references to the employee. Alternatively, a questionnaire interview could be an option. Explain to employees the purpose of the above procedures and guarantee them full confidentiality.
Sometimes the hiring manager's desire to fill a position as quickly as possible can result in an unsuitable employee being hired. In addition, the applicant may not have been fully informed about the position during the selection process, resulting in their expectations not being met.
This can range from a personal dislike of the manager to dissatisfaction with management methods. In environments with poor communication and an underdeveloped reward and recognition system, staff turnover is high. In such an environment, workers feel unappreciated, ignored, helpless, and insignificant.
On the one hand, employers appreciate employees ambition. On the other hand, if employees do not see career opportunities within the company, it can be a reason to leave. Also, dissatisfaction with the job and the desire to change the field encourage employees to look for a new job on the side if they do not find it in this company.#
We spend a large part of our lives at work, so it's only natural that we want to spend that time in comfortable conditions. Cramped, dimly lit rooms, poor climatic conditions, poor quality, or lack of equipment are just a few examples that lead to dissatisfaction with the workplace.
This practice can be observed at all levels of personnel. Even though money is often not the main cause. Salary is not a direct determinant of job satisfaction. Many employees are dissatisfied with their work environment, disloyal and unmotivated, and money is a convenient excuse for them to leave.
Hire the right employees who fit the company's culture. Developing professional development and career development programs for staff is also important. Training programs are essential for employee loyalty and retention. Offer jobs to employees. Employees need to feel that something really depends on their performance. Being constantly employed creates a sense of stability, which is essential not only at work but in other areas of life as well. Develop a competitive compensation package that includes bonuses and special performance awards, and a benefits system that supports the health of employees and their families.
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