Any manager knows the negative effects of losing a single key team member. The effects of losing multiple employees in a short span of time are much more dramatic.
Here are the top ways turnover affects a company and how to lessen the impact.
It Hurts the Team
Turnover can affect employees at all levels, from managers to co-workers who step in to fill the void. Managers must spend their valuable time on the hiring and training process for new employees. Team members face the burden of an increased workload, the pressure to do their own job as well as portions of another, and the stress this brings. This additional stress also leads to low employee morale. Turnover may also harm employee-leadership relations by decreasing trust in leaders to support their employees and retain talent.
It Hurts Customer Service
Scrambling to meet demand with fewer employees may lead to missed deadlines and broken commitments. Even loyal customers will quickly become frustrated when their needs aren’t being met. The fact is: Customers don’t care about your company’s struggles with turnover; they just want the service or product delivered. By pushing employees to fill roles they’re not suited or trained for, you’re guaranteeing a lower-quality product or a negative customer experience.
Dealing With Turnover
Effectively managing employee turnover takes long-term planning. Even then, not everything can be predicted or controlled.
Your turnover planning should include:
- Retention. In times of high turnover, it’s even more important to retain talent. Leadership should be open with employees on the shift in expectations, as well as a timeline for placing empty positions. By being straightforward and asking employees to bear with you through this period, you’re involving them in the process and increasing the chances they’ll stick around. Of course, employee retention should be an ongoing part of your business strategy to lower turnover rates.
- Forecast. Include hiring in your regular business forecasting. Determine how many new hires you’ll need over the next quarter, based on upcoming initiatives, increased customer demand and average turnover rates.
- Hire well. Know what each position entails and the qualities and skills required to make it successful. Don’t rush into hiring an employee only to find out in a month they aren’t a good fit. Having clear job descriptions and employee expectations helps set up a new hire for success.
Let’s Work Together to Hire Your Next Employee