What do you do if your HR consulting clients have high turnover rates?

Quando vamos a um médico com algum problema, ele faz um diagnóstico, clínico ou mais aprofundado por exames específicos, para chegar a uma conclus?o da causa raiz do problema e só ent?o propor o correto tratamento. A consultoria funciona de forma bem parecida. Embora alguns sintomas gerais sejam comuns, é preciso um dianóstico aprofundado para identificar e avaliar as causas específicas dessa rotatividade para se propor um plano de a??es adequado.

To reduce high turnover rates, improve hiring processes with thorough screening and realistic job previews. Enhance employee engagement through recognition, career development, and a positive work environment promoting work-life balance and inclusivity. Offer competitive compensation and benefits, ensuring fair salaries and comprehensive packages. Implement effective management practices with strong leadership and regular feedback. Fostering these areas can create a committed workforce and reduce turnover.

Elevating the hiring process is key to mitigating high turnover rates. Encourage your client to align their recruitment strategy with organizational values and culture. Emphasize the importance of seeking candidates who not only possess the requisite skills but also resonate with the company's ethos. By refining job descriptions and interview questions to accurately reflect role expectations, you can ensure better alignment between candidates and positions. This proactive approach minimizes future mismatches and sets the stage for improved retention rates, fostering a more cohesive and engaged workforce.

O genial Peter Drucker já dizia que "contratamos pelo conhecimento e demitimos pelo comportamento". O processo seletivo precisa ir além da identifica??o de hard skills. Avaliar competências comportamentais e a ades?o ao modelo cultural da organiza??o s?o fundamentais para viabilizar o engajamento do colaborador. Aliás, no meu entendimento, estes dois últimos fatores seriam até prioritários em rela??o ao primeiro, pois hard skills s?o mais facilmente treinadas. é lamentável ver um candidato com excelente repertório comportamental e aderência cultural ser dispensado por n?o conhecer um sistema A, que aprenderia em menos de uma semana, e outros candidatos serem aprovados porque conhecem o tal sistema, mas n?o duram o período de experiência.

A robust onboarding program is instrumental in reducing turnover rates. Assist your clients in developing a comprehensive onboarding experience that goes beyond mere orientation. Emphasize the importance of welcoming new hires, clarifying job responsibilities, and facilitating integration into the company culture from day one. Encourage the establishment of mentorship programs to provide guidance and support, helping new employees navigate their roles effectively. By fostering a positive onboarding experience, you set the stage for long-term engagement and retention, ultimately contributing to a more stable and cohesive workforce.

Foster Engagement Employee engagement is key to reducing turnover. Work with your clients to develop strategies that make employees feel valued and connected to their work. This could include recognition programs, career development opportunities, and regular feedback sessions. Engaged employees are more likely to stay, so focus on creating an environment where they can thrive.

Compensation is one of the important pillars in retaining talent. If the company is facing high turnover, it’s necessary to look at the compensation strategy of the organisation and have the salary benchmarking done to evaluate the position in the market and the gap areas to work over it.

Ensuring competitive compensation is critical for retaining top talent. Guide your clients in conducting regular assessments of their compensation packages against industry standards. Encourage them to benchmark not only salaries but also benefits, bonuses, and other perks. By staying abreast of market trends and adjusting compensation accordingly, your clients can demonstrate their commitment to fair and competitive pay, reducing the likelihood of employees seeking opportunities elsewhere. This proactive approach not only fosters retention but also strengthens the organization's reputation as an employer of choice in the industry.

Its important to understand the positioning of your organization's total rewards offerings with respect to the market (organizations you hire talent from & lose talent to, organizations you look up to, etc.). The best way for doing this is commissioning a compensation and benefits benchmarking study with changing market dynamics. This will not only ensure external equity but a follow-up internal equity analysis will also ensure that employees feel fairly about their compensation.

Se por um lado temos em torno de 8 milh?es de brasileiros desempregados, por outro existe uma escassez de talentos. E no "job robation" das empresas em rela??o a estes raros talentos que est?o escolhendo onde trabalhar, um pacote de remunera??o e benefícios atrativo e criativo faz grande diferen?a.

Quem nunca ouviu a express?o "Aqui a gente ganha pouco, mas se diverte!"? Uma cultura organizacional saudável, que produza um clima de trabalho positivo, com alto sentimento de pertencimento, faz com que o colcaborador pense muito bem antes de tomar uma decis?o de sair da empresa por uma quest?o meramente financeira.

Developing your current team in all their weaknesses. The process shall start after carful analysis and evaluation conduction is complete. Prioritize by starting with employees engagement, on-boarding, policies awareness, and operational workflow.

Embora seja uma forma de engajamento, abro aqui um destaque para a necessidade de se desenvolver talentos. Ficar simplesmente brigando com outras organiza??es pelos poucos talentos disponíveis nessa ciranda de "job robation", tem uma hora que "a conta n?o fecha". A forma??o de novos talentos se torna imprescindível e as empresas precisam acordar para este papel de formadoras/educadoras. Além de suprir os gaps de talentos, um colaborador que foi reconhecido e teve a oportunidade de se desenvolver na organiza??o, tende a criar um sentimento de gratid?o e dívida moral com a empresa que apostou nele, aumentando a probabilidade de reten??o e engajamento.