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Alternative Ways to Reduce Employee Turnover

If you were to do a quick Google search of ‘how to reduce employee turnover,’ most articles you would find may have the tip “hire the right people” as their first bullet point. That is definitely important of course, but even when you have the right people it is crucial that you make the necessary efforts to keep the right people.

Another few commonly heard tips are things like offering competitive pay and flexible work schedules—things that’ll put your company ahead of the competition and make it a more desirable place to work. And those are great tips, too. However, an employee’s career is about more than just when they can clock out for the day. There are social and even mental aspects that come into play when keeping an employee in that role they are so perfect for.

Effective communication, encouraging workplace friendships, and establishing listening skills for both employee and manager are some of the social efforts you can make to reduce employee turnover. Not only does good communication help the flow of the workplace, it also gives employees the feeling that they are included and relevant to the operation. Workplace friendships can be both a motivator for more effective teamwork as well as an emotional tie between employee and organization. Listening skills are a necessary aspect of communication, and all parties should be expected to give the attention and respect that coworkers or managers deserve.

Allowing employee involvement in decision making, recognizing and celebrating success, and encouraging personal growth through training and education are some mental efforts you can make. Involving employees in decision making processes not only helps them feel included, it also sharpens that skill for them so that they may make more effective decisions in the future. Recognizing and celebrating success is one of the most effective ways to ensure positive behavior continues. It also puts employees in a positive mindset as they go throughout their day. Encouraging personal growth helps your employees become more knowledgeable and thereby valuable, while the opportunities provided by your organization serve as a sort of incentive—the longer they stay, the more they can learn and grow.

Employee turnover is time consuming and costly. Make the small efforts to keep your valuable employees now so you don’t have to make the big—and expensive—efforts later.

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