The key to reducing employee turnover is communication.
You don’t have to be in management to know that the old addendum is true: a happy employee is a productive employee. If your staff is feeling overwhelmed, overworked, or undervalued, you may start to see their disengagement affecting your company’s bottom line. What’s more, your most loyal employees may quit so that they can seek work elsewhere. This means searching for, hiring, and training a new staff member, which is not only time-consuming, but also expensive.
Often, a worker’s disengagement goes overlooked or unnoticed until it starts becoming a problem. It’s essential that workplaces make an effort to keep track of employee satisfaction in order to retain staff within the organization and reduce costly staff turnover rates. Many companies conduct a yearly performance or peer review, but such infrequent surveys can be ineffective.
One of the cheapest, easiest, and most efficient ways of surveying your employees on a regular basis is by communicating with your staff weekly or monthly. Mobile technology is making it easier than ever to reach out to workers for feedback about employee satisfaction. Employees tend to enjoy a job most when they’re listened to and their opinions respected, but it can be difficult to make time for every single employee on your roster. So how do you ensure that your best employees stay with the company?
Why Employees Leave
There are many reasons that employees may leave a company, from arguments with coworkers to problems at home. Sometimes, the matter is out of your control. An employee may be moving to a new location, or they may have a child that requires their care. Perhaps they simply want to experiment with a new line of work. Other times, however, it’s due to dissatisfaction on the job. Common complaints include:
- A lack of respect from management
- Stress or burnout
- Dismissal of opinions
- Working in a hostile work environment
- Too few challenges
How Surveys Can Help
If your employees seem disengaged, you may be tempted to break out the rewards and demerits system. While this may be somewhat effective, it’s just a band-aid for an underlying problem. A survey can help you to pinpoint the exact reason that an employee is performing poorly and rectify the issue before your best workers decide to quit. When conducting a survey, though, you need to be sure to ask the right questions:
- Would you recommend this job to a friend?
- What process would you eliminate to make the company more efficient?
- What would you like to see in the employee break room?
- Do you feel you have the opportunity to advance?
- How confident are you in your company’s leadership?
Once you’ve sent out your first survey, it’s important to measure the success of this strategy and make the necessary tweaks to maximize the effectiveness for your individual business.