You’re struggling with employee retention. How can you use problem-solving skills to improve it?

1 Assess the situation

The first step in any problem-solving process is to gather relevant data and information about the current state of affairs. You need to understand why your employees are leaving, what factors influence their decision, and how they perceive your organization. You can use various methods to collect feedback, such as surveys, interviews, exit interviews, focus groups, or performance reviews. You should also analyze your retention metrics, such as turnover rate, retention rate, turnover cost, and employee satisfaction score. This will help you measure the impact and severity of the problem and benchmark your results against industry standards or competitors.

2 Define the problem

The next step is to synthesize and interpret the data and information you collected and identify the main problem or challenge you need to solve. You should avoid jumping to conclusions or making assumptions based on your own opinions or biases. Instead, you should use evidence and logic to define the problem clearly and objectively. You can use tools such as problem statements, root cause analysis, or fishbone diagrams to help you narrow down and articulate the problem. For example, you might find that your problem statement is: "Our turnover rate is 25%, which is higher than the industry average of 15%, because our employees are dissatisfied with their career development opportunities and recognition."

3 Generate solutions

Once you have defined the problem, you can start brainstorming and generating possible solutions that can address the root causes and improve your retention outcomes. You should aim for quantity and diversity of ideas, rather than quality or feasibility at this stage. You can use techniques such as mind mapping, SWOT analysis, or brainstorming sessions to stimulate your creativity and generate as many solutions as possible. For example, some of your solutions might be: "Create a career development plan for each employee, implement a mentorship program, increase the frequency and quality of feedback, or reward and recognize high performers."

4 Evaluate solutions

After you have generated a list of potential solutions, you need to evaluate them and select the best one that can solve your problem effectively and efficiently. You should consider various criteria, such as cost, time, resources, impact, risks, benefits, or alignment with your organizational goals and values. You can use tools such as decision matrices, pros and cons lists, or cost-benefit analysis to help you compare and rank your solutions. You should also solicit feedback and input from your stakeholders, such as your employees, managers, or customers, to ensure that your solution meets their needs and expectations.

5 Implement solutions

The final step is to put your chosen solution into action and monitor its results and effects. You need to plan and execute your solution carefully and systematically, ensuring that you have the necessary support, resources, and communication channels to make it happen. You should also define clear objectives, timelines, roles, and responsibilities for your solution, and communicate them to your team and stakeholders. You should also track and measure your progress and performance, using indicators such as retention rate, employee satisfaction, or productivity. You should also collect feedback and evaluate your solution's effectiveness and efficiency, and make adjustments or improvements as needed.