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An employees first objective is to find a job that suits their abilities and qualifications with a salary that is adequate to support their life style. They will leave jobs for a variety of reasons, perhaps a new local employer is offering more money or better conditions, the job is not as it was advertised, the training is inadequate, the working conditions and equipment are poor, the managers are intimidating or oppressive, or the trade unions are using bullying tactics.

To find out why staff are leaving implement exit interviews and ask them their reasons, they have nothing to lose by answering you honestly.

Review the positions that staff turnover is at the greatest level. If it's a certain shift time, then it perhaps needs covering with part time workers or maybe a shift bonus payment.

Look at the contents of the job and the type of tasks that are being expected of the employee. Is adequate training being given for them to succeed in the role without undue pressure or stress?

Check that the correct information is being given when the job is being advertised. This needs input from the personnel department who are usually responsible for the interviewing and hiring of staff. Get them to check back on their interview notes for the employees that have left and see whether there are any similarities. Perhaps even change the selection tests or criteria. Change the people interviewing. Perhaps revisit the qualification standard for suitability, maybe you're looking for the wrong type of candidate, perhaps the job requires different specialities and level of education or experience.

Interview some of the remaining staff and see if they have any issues with the company.

Look at the salary structure and see if it's comparable to other similar jobs in local companies.

Take the opportunity to visit the problem area during work time and see how the staff are working, how they communicate with each other and the general atmosphere. Is there anything particularly arduous or unpleasant that they are being made to do? Is there sufficient staff to complete the tasks in question or is everyone being pressurised to work beyond their capabilities to successfully achieve an unrealistic deadline.

Talk to the staff and get to know them, let them see any changes that are being made. Put up a notice board and display some up to date performance data to help them understand their role in the company. Try to cultivate an interesting environment or a reward system for improved performance, or even an opportunity for training and development, to improve motivation and loyalty.

Learn more about this author, Barbara Guess.
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