3 magic ingredients to control turnover.
I recommend that before reading this article you go to bit.ly/3Oiz2Su where the need to redesign the role of HR operations is raised in order to focus the area on what is really important and of value to customers, this article will make you understand the importance of withdrawing non-value transactions and thus create a period of time that takes HR out of the office and work activating the 3 ingredients that impact the turnover rate.
There are 3 great magic stabilizers that in turn can become 3 great triggers of personnel turnover if we do not attend to them with due care.
These are: Leadership, Compensation, and Work / Service Processes
Leadership: Every collaborator who decides to enlist in an Organization arrives with a series of expectations that he hopes will be fulfilled from his first day, intelligent organizations understand this, and day by day they look for the most creative ways to be able to connect with those expectations. These organizations are concerned with satisfying new members from the recruitment, selection, hiring, and induction process. The collaborator feels how their expectations are being fulfilled or, on the contrary, as a divorce begins to take place that ends in turnover.
So, the message is clear, and this is where the work of HR begins, how to select leaders, supervisors, and bosses who meet managerial virtues according to the operation they are going to manage. How can they identify what moves the staff under their charge and be able to obtain the maximum performance with the greatest human warmth? Establish intelligent and challenging communication programs, not have preferred personnel, achievable objectives, the collaborator must feel that he is a better person day by day. It is important to see the leader as a role model, for this reason, some decide to stay, even though they receive very attractive economic job offers. On the contrary, we have heard how collaborators have left their organizations to go to places where they will earn less, here lies the value of the Leader.
In addition, it is important to understand that today the demand for personnel in the market is excessive and that each employee is always making decisions about how his expectations are met or not. The latter is one of the main factors that trigger the turnover.
Compensation: Speaking of salaries and benefits, the market is self-regulating, the nature is clear, and most workers are looking for sources of work that can help pay for their cost of living. Make no mistake, if we want stability in our workforce, then compensate as close to the market as possible. As we mentioned, good Leadership can allow you to be below the market up to a certain limit, if you bet on having salaries below the market, then I recommend that you reinforce the quality of your leaders.
Another important point is to understand that sometimes our operations are affected by weather conditions inside the facility, noise, and hard work, so worry about locating your business in a segment of the salary market above the traditional market, the sooner you understand that you must pay that price, the sooner you will reduce your turnover.
Try to constantly innovate in terms of compensation methods, as far as possible establish variable compensation in your different operations, a good payment method reduces your labor cost, increases your productivity, reduces turnover and absenteeism, and increases the perception of the collaborators.
Working conditions / Services: There are organizations that do not take the slightest care in their production processes, missing or inappropriate chairs, very high tables, very low tables, climate, dust and extreme noise, risk of accidents, lack of tools, also poor or null induction and training processes, etc.
Due to the nature and location of certain operations, it is sometimes necessary to provide cafeteria and transportation services. The quality of these services will increase the possibility of retention.
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Lack of demand planning causes massive inflows and outflows of staff that make it impossible to meet the most basic expectations.
The collaborator is very sensitive to this type of situation and most of the time the Leaders do not show the slightest interest in correcting the above. We understand that the solution requires a considerable investment, and this also contributes to not getting much done.
We have made it clear; employees are always making decisions and the above directly impacts their expectations, this is a trigger for turnover.
These are the 3 magic ingredients that HR and area managers must work on constantly to take control of the turnover.
I hope I have met your expectations and that you can soon be implementing ideas that have a positive impact and increase your retention.
I am at your service on my social networks and on my phone in case of doubts or want to delve into the subject.
Thank you for your attention and have a great week.
Pablo Gerardo Zayas Blanco
zayaspg@gmail.com
Cel 656 2375686