If you are suffering from high turnover, it could be a symptom of the larger scale industry you are part of, or it can just be that the systems you currently have in place just aren’t working. Let’s take a look at three big reasons you may have high turn-over and get you some relief with some potential solutions. For the sake of this article, we have the restaurant and retail industries in mind, but these concepts can be applied more broadly.
Poor Treatment by Supervisors
All people like to feel respected and appreciated and, let’s face it, some people just are not good at managing others. You need to make sure all levels of management are trained in management principles that ensure others are treated with the respect and appreciation they deserve, including anti-discrimination and harassment concerns.
Consider implementing or revamping your “open door” policy. Remember that your employees likely believe they work long hours doing a thankless job. Keep the lines of communication open for employees who are feeling stressed, burned out and overwhelmed. Make them feel comfortable coming to you with any issues they may have.
Build your skills in professional development, management, and Emotional Intelligence and also offer that to your managers (and employees if applicable) to equip them to better handle stress and difficult situations. Have procedures in place for feedback, communication, and problem-solving.
If you do have an employee or manager leave, conduct an exit interview with them. This gives you an opportunity to identify where the problem(s) in leadership are so you can then implement solutions where appropriate.
In restaurant and retail settings, your employees could be working 10-12 hours a day, 6 days a week at times. Extended shifts and irregular working hours are difficult to manage in the long term. In fact, many moves towards Predictive Scheduling are helping to remedy this to create a more satisfying work experience for those in “on demand” or “on call” situations.
The further out you can create a schedule, along with equipping staff to be able to make shift swaps easily will help them have control over the needed days off they need to live life and prevent burn out.
When there are times of high traffic and long hours, show appreciation to your staff with perks like movie passes, specialty coffee, or other celebratory items. Get creative and have fun – laughter can go a long way when tensions are high.
Poor and Unfocused Training
In exit interviews, many employees cite that they didn’t feel they were properly trained to be successful or weren’t given an opportunity to grow due to lack of training. It is your responsibility to make sure all managers and employees feel confident in their training. A systematic and consistent training plan must be implemented along with follow-up opportunities and feedback.
How often do we put new hires through orientation and put them to work and never talk to them again until sometimes 30, 60, 90 or 365 days later at an evaluation? People learn in stages, but rarely do we train that way. We learn the most important items first and then build on those skills. Create training that continues to expand your employees’ skill sets.
By making a few changes in how you systematically deal with the biggest reasons for employee turnover will help you retain your best worker, allowing you more success.