Employee turnover is a very costly expense to companies. The time involved in the search process, training, and extra work take a great deal of time and time is money. There are many reasons for employee turnover. Many of which an employer has no control over. But the things that can be controlled are often overlooked, and often are not perceived as value to the longterm employment of a good individual. So how does a company reduce employee turnover?

Here are a some ideas on how to keep your employees. These have to do with the basic fundamentals of human nature. Something that comes easy for some, and very hard for others.

Reducing Employee turnover is so basic and simple;Value the Employee.
Here is are some reasons and ideas on how to do this.

Take time to look for specific projects your employee has done and then have a manager or owner go directly to the employee, shake their hand and let them know you took notice of the hard work and the results. All to often, a employee is hired and then an entire year may go by until the employee gets any kind of recognition. People have the basic human need to be esteemed. The work environment is no different.

Make a monthly commitment to take a department to dinner, outside of work time. It does not have to be a mandatory dinner, nor is it paid time. I bet you will have almost everyone showing up. Have the employees make a list of restaurants that are their favorites and then pull one out of a hat each month.

Purchase all kinds of gift cards with a $20.00 value. Keep them for times when you notice an employee going the extra mile. Let all the employees know that you have these and you never know when you will just hand one out. And then do it. Make it the buzz of the department or company. Ideas might be coffee, ice cream, lunch spots, i-tunes, department stores and the list goes on.

Hire an hourly employee twenty-five cents lower than what you can afford to pay. Then after three months of good work, let that person know you are pleased with their performance and raise them by that amount. If it's a salaried employee, do the same only with a percentage of their pay.

Now for the one every employer seems to begrudge...bonus time. Bonus's need to be clearly defined to employees. It's not something to be expected, so don't make it expected. It takes the pressure off of the employer if they have had a soft year in business, and it takes expectation away from the employee. Let

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