High employee turnover can impact business adversely in more ways than one. It is essential for every business to identify possible causes of turnover, determine the costs, and then address the problems. A high employee turnover rate can affect the bottom line of any kind of business and small businesses are the biggest losers in the same.
Not every employee leaves a company due to dissatisfaction, some retire, leave town, or want to change professions for trying something new. But a lot of employee turnover would mean losing out on good employees and hints at a low morale problem.
Some of the causes of High Employee Turnover include:
- Disinterest in their jobs
- Opting for a job with better growth potential
- Lower morale with the work culture
- Lack of training and knowledge growth
- Bad match with skills and nature of the job
- Substandard working conditions
- Lack of appreciation from leaders
- Looking for higher pay and better opportunities
- Inadequate supervision and guidance
With proper training facilities, employees feel important and useful with their newly acquired skill set. Training programs administered through a Learning Management System such as Janison for instance, ensure employees are trained, aligned with a company’s work culture, goals, and objectives too.
Here are 7 tactics to reduce employee turnover with employer training:
1. Perfect support training for employees
Every employee banks on virtual training solutions methods that could add efficiency to their job and thus propel their growth in the position. Technicians will love to add new technician skills in customer support, safety, and other techniques. Advanced training support programs showcase those who possess initiative and have the talent to supervise the juniors too.
2. Aligns employees with the company’s vision
Not every training module is about the job or the position. Some training sessions are required to align employees’ thinking process with the vision of the company’s founders and the path of progress that they have envisioned for themselves. Employees with a better understanding of the growth of the company and about themselves are usually retained.
3. Step-by-step instructions instead of ad-hoc work structure
Some jobs require a systematic execution strategy that needs attention and training of the highest order. Experts can create modules that enable employees to learn their job process in a systematic summary through lists and videos. These sessions also set the agenda for the trainee and the trainer. A thorough checklist would help in this regard.
4. Employees consistently evaluated on their achievements are mostly satisfied
Evaluation of the employee on a periodic basis with sizeable incentives helps in the long run in retaining them. Leaders need to evaluate their team members on a consistent basis to retain them for a long period of time.
5. Constant use of incentives and rewards as gratitude
After training sessions and the evaluation of every employee, the incentives and rewards propel them to work harder and learn faster. Training processes need the incorporation of all kind of rewards to keep employees interested in the job as well as the company.
6. Introduce succession planning as part of an advanced training process
Employees who know that they are part of the team and can grow to the senior position in time, opt to wait and continue working with the company itself. It also helps companies to start training replacements especially when the current one is pondering on moving out or climbing the career ladder even higher.
7. Introduce experts of the field from elsewhere
By introducing third-party experts for a fee, you can ensure that your employees will always be interested in expanding their knowledge horizon and thus add more to their current job. With proper support, they are sure to become better at their jobs thus helping the business increase revenue, and in turn retaining them for a long period of time.
