High turnover rate in any company is a definite sign there is a problem either with management or employee experience within that company. Reducing the turnover rate should definitely be a priority with any company as it will affect the bottom line when profits and loss are figured.

I have dealt with this issue personally on both sides of the problem in the last thirty years. I worked for companies where each day there was new hires and the next day these people didn't return. Then there were jobs I have worked that only lasted for 3 to 6 months because I got fed up working for companies where the employees meant nothing and the jobs involved a close resemblance to slave labor.

Most employees don't take a position with the thought I will only work this job for a short time. Sincere employees are looking for employment to afford to care for their family obligations and save for their future.

So how does a company turn back their turnover rate? Don't make promises that ultimately never will materialize. I gained employment with these companies through a temp agency. The deal was these companies were temp to hire situations. They turned out to be temp only situations. You needed to work for these companies for a significant period of time before you were considered for permanent positions. The knowledge that at any given time you would again be out in the unemployed world isn't very morale boosting.

The next is pay scale, even a temp standing next to fulltime employee deserves more than minimum wage. True a temp agency gets a commission on the bodies they place but allow workers a way to apply for the position on their own without having to work for a temp agency. The knowledge that you really have a steady job, even with the provision that there may be a layoff, would go a long way in keeping good workers. When the temps are hired explain what bonuses they are entitled to. At one company I worked for there was a big deal made about bonuses for production. This was a great incentive added to the chance at working for a fulltime position. Come the day bonuses were handed out and only the temps hired up to 2 days before I was got the bonuses. I had worked all the days shy of the 2 to qualify for the bonus and would not be eligible for the next bonus for 90 days. The planned layoff day was just shy of the layoff day hence that bonus would never materialize.

Many times employees get so frustrated that management personnel don't listen to their concerns

• 1
• 2
• next page >>

---

Add your voice

Know something about How to reduce employee turnover?
We want to hear your view. Write now!