Heroically Reverse Surprise Turnover & Keep Your Best Employees - Five Documents to Watch

With surprise turnover at high levels, many team leads, managers and executives are not aware of simple first steps they can take to begin to mitigate these disruptions.

The good news is that you have access to 5 documents that will provide your in-house HR department or specialists with the qualitative data they need.?These data will trend toward insights and strategies that you can use, even in these challenging times.

Here are five documents that you need:

First, a scope and expectations document. This document may in fact overlap with the next document,?which is your job description. Many companies do not have this document, and that is why we recommend creating one if you don’t have it already.

Job descriptions in many companies suffer from scope creep and moving goalposts. The result is often a near-instant mismatch between people what people are doing, and what they were originally supposed to do.?

These two documents keep the fluid nature of a particular job in balance so that both you and your resource can stay in open communication about the changes and concerns. It’s always better to have a communication mechanism baked in so that both parties can be candid as opposed to reluctant to share.?

Thirdly, performance reviews for existing resources. How have things been going for your current team as well as former team members.?These reviews can help you filter out any outliers - low performing talent whose perspectives may or may not be as relevant as your current talent.

Fourth, look at exit interviews to find out what outgoing talent are saying about your company and the culture of your company. Is it friendly? Fair? Safe? Reliable? Maybe your company is perceived as a good job for newly trained professionals who view it as more of a stepping stone.?

Perhaps you will find that although you're not currently recognized outwardly as best in class, but your culture is tremendous. You’re a rising company just because you care about people, and maybe you're doing something exceptionally well.?

Fifth, find your company’s public reviews on Glassdoor, LinkedIn, Indeed, and other job sites. This is another source of documentation that you can look at.?

You can look at all of these things completely on your own, there is no need no need whatsoever to spend a penny hiring anybody else unless you have concerns.

One brief warning: in my next post, I will list 6 concerns you should consider especially if you take a DIY approach. These concerns can offset the superficial savings of doing everything in house.

Regardless of which you choose, please do start mining through these 5 sources of invaluable information that can reverse your expensive surprise turnover.

Next Post: What's best for you? Evaluate the pros & cons of the DIY approach

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Read more in this series

Retention Issues??5 Data Sources to Clue You In - Without Expensive Consulting

The Costs of Retention & Turnover in a VUCA World, and What To Do About It

Heroically Reverse Surprise Turnover & Retain Employees - 5 Documents to Watch

Worth Their Weight In Gold? Internal vs. Outside Analysts