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employee turnover Tagged Articles



Employees Need More Than a Warning
Many businesses use progressive discipline as a strategy to reduce disciplinary infractions. For some employees the strategy has a positive impact while for others it results in receiving additional warnings. In many cases additional warnings lead to dismissal for cause which impacts employee turnover. Businesses can reduce the adverse effects of providing employees additional warnings which lead to dismissal for cause by providing employees with professional development when they receive a warning. The left-hand column activity provides employers with a professional development tool that ...
Rudeness at Work
How important is it to you that people be polite at work? A professor of psychology at West Chester University in Pennsylvania conducted a study all about rudeness in the workplace. Jennifer Bunk found that about 75 percent of workers say they’re treated rudely at least once a year. That can mean anything from being ignored by the boss or hearing snide remarks from coworkers.
Tackling The Truth Of Turnover
When it comes to understanding their employee turnover, many employers don't know what they don't know. And just when they think they know, there's usually something else.

Finding and Keeping The Organizational “Keepers”
As we hopefully near the end of rough economic times, many organizations fear and dread an increase in turnover rates. In this issue of Astronology, we discuss what it takes to find and keep employees who will stay with an organization to help it succeed and grow.

The Interview Process in a Nutshell
Have you ever thought about the full cost of hiring a new employee? There are the obvious costs: placing an ad, the wages spent on time looking at resumes and conducting interviews, pre-employment physical, reference checks. Then there are the less obvious costs: wages for training time of both the trainer and new employee, lost productivity while the position is vacant, lost productivity while the new employee learns and gets up to speed, the cost of mistakes. When you add it all up it definitely motivates you to minimize employee turnover, doesn’t it? And there are many strategies an employer can utilize to create an environment that inspires employee loyalty. But the first and most important step is making the right hiring decision.

Employee Turnover in the IT Industry
Even as companies institute hiring freezes or are downsizing, they would do well to remember that it is more cost effective in the long run to hold on to employees with key skills.
How to Increase Sales With Questions That Seek Greater Clarity to Gain Greater Specificity
Do you every ask dumb questions to move the sales process forward? If not, maybe this article may show you how dumb questions should be part of your sales skills and sales toolbox.
How to Keep Your Best Employees
During a recent executive coaching session the topic of employee turnover came up. My client shared what has been an ongoing problem in his company: losing star performers. Recognizing the tremendous expense associated with recruiting, hiring and training as well as losses in production and efficiency, he wanted to know what his company could do to keep their best people.
HR Outsourcing Can Help Reduce Turnover and Ensure Long-Term, Productive Employees
Human Resources Outsourcing firms can provide the expertise and support to implement successful orientation and training programs to help reduce turnover and ensure long term, productive employees.

SWOT Analysis – Swot’s That And How Can It Make My Business More Profitable.
As an experienced business consultant, thought I would risk the wrath of my peers and show you how to use one of the consultant’s most powerful and useful tools – The SWOT Analysis. SWOT stands for Strengths, Weakness, Opportunities and Threats.
Understanding and Calculating the Cost of Turnover
A brief look at how one determines their turnover rate. Another article details the causes of turnover and how to reduce it's impact on your organization.
Ideas For Employee Retention
Learn the keys to retaining top employees and keeping them happier and more productive.
The Value of Effective Leadership
An organization is most effective when leadership provides teaching, mentoring, coaching and motivation to empower every individual to perform most effectively. You can apply the techniques and traits of the Sensei to increase your effectiveness as a leader at work, home and in the community. The fundamental reason that a Sensei enjoys the loyalty and dedication of his students can be found in the unique relationship of teacher to student.

X-Teams and Team Building to Improve Organizational Performance
X-Teams is a concept that strongly supports the idea that a team needs to look OUTSIDE the team in order to optimize its performance for long term impact. In this article, some common links to issues of collaboration and improvement are linked to a specific team building exercise, The Search for The Lost Dutchman's Gold Mine and ideas for connecting play in a game to behavior in the workplace are discussed.
20 Ways to Tell if Your Employees Hate You
In the history of leadership there has been a consistent trend where employees dislike their leaders. This doesn't happen by chance, it takes a great deal of concerted effort by those running the organization. Find out if you do things that make your employees hate you.
Two Underused Secrets in Motivating Others
In this article you can read about the simplest, cheapest and often most gratifying and effective way of motivating others.

Achieveing Fair Financial and NonFinancial Rewards
Employee motivation and performance management depend on good systems that offer both financial and non-financial rewards (non-monetary rewards). This performance management article applies to all organisations. Constant change and high expectations are taking their toll in some organisations, as well as in industry and government generally. Sometimes this is shown in employee turnover. Sometimes it is hidden because of job insecurity. Rewards and remuneration must be scrutinised. Employee motivation and performance are critical. Non-monetary rewards can be as important as monetary rewards. A good rewards and remuneration system ensures that each person receives appropriate financial and nonfinancial recognition to account for the personal contribution they are making and the overall value of their position to the organisation.
Lao Tzu - Give A Man A Fish...
This famous saying, steeped in thousands of years of wisdom, is a valid today as it was then, yet why is it so vital, especially in the fast-paced and technologically wired world we live and work in today?
Creating a Great Place to Work Improves Job Satisfaction
As the economy rebounds businesses are focusing on making their organizations better places to work. They are realizing if employees and managers are unhappy, they are going to leave. Pay and benefits are important, but many people are choosing happiness, meaningful work and job satisfaction as the most important criteria as to whether they stay or go.

Solving the Staff Retention Puzzle
Never before have companies been so severely challenged in the area of staff recruitment and retention. Not only are associated costs skyrocketing, and growth and development being hampered, but in some cases a company’s very survival is at risk!
Solving the Staff Retention Puzzle
Never before have companies been so severely challenged in the area of staff recruitment and retention. Not only are associated costs skyrocketing, and growth and development being hampered, but in some cases a company’s very survival is at risk!
How to Reduce Employee Turnover
Employee turnover can cost organizations thousands of dollars when you consider lost production time, re-training, etc. One of the key ways to keep good staff is to instill in them a sense of loyalty and commitment.

Other employee turnover Related Articles

Strategic Thinking To Develop A Successful Employee Retention Strategy According To Your Strategic Thinking Business Coach
Look around you in today’s business world. It is no secret that it is becoming more difficult to recruit and retain skilled employees. In fact, one could say that select businesses and industries are desperate or becoming desperate to find people with the needed skills and attitudes. Okay – what about your business? Have you anticipated and responded to the challenge of employee retention? Or are you like too many businesses that do not focus on employee retention until turnover increases. The successful businesses today have a formalized employee retention program as part of their business strategy. They take a proactive approach to prevent unnecessary employee turnover. Your strategic thinking business coach suggests that you use some strategic thinking to develop a successful employee retention strategy.

The Perfect Fit
Have you looked at your selection processes recently? What is your staff turnover like? “Let's assume the average salary of employees in a given company is $50,000 per year. Taking the cost of turnover at 150% of salary, the cost of turnover is then $75,000 per employee who leaves the company. For the mid-sized company of 1,000 employees who has a 10% annual rate of turnover, the annual cost of turnover is $7.5 million!” * So how do you go about ensuring you select the right staff, who will fit well with your organisation, and who will stay with you?

Tackling The Truth Of Turnover
When it comes to understanding their employee turnover, many employers don't know what they don't know. And just when they think they know, there's usually something else.

Turnover, what does it cost?
Reducing turnover is a critical step in improving your resiliance during tough economic times. However, Retducing turnover isn't enough, you must retain the right employees. This is the first section in a four part white paper on reducing employee turnover.
How to Attract and Keep Productive Employees
It's been shown time after time that there is a high positive correlation between employee commitment/productivity and reduced turnover. A stable, low turnover work force produces significantly more. All the secrets are revealed here.
The Interview Process in a Nutshell
Have you ever thought about the full cost of hiring a new employee? There are the obvious costs: placing an ad, the wages spent on time looking at resumes and conducting interviews, pre-employment physical, reference checks. Then there are the less obvious costs: wages for training time of both the trainer and new employee, lost productivity while the position is vacant, lost productivity while the new employee learns and gets up to speed, the cost of mistakes. When you add it all up it definitely motivates you to minimize employee turnover, doesn’t it? And there are many strategies an employer can utilize to create an environment that inspires employee loyalty. But the first and most important step is making the right hiring decision.

Employee Turnover - What is it costing you?
In today's economy it is more important than ever to avoid turnover. Turnover is extremely costly. These are the factors you need to consider when estimating what the bottom line is when it comes to calculating turnover.
Is slash and burn the right strategy for your business?
When the economic downturn first started to impact John’s business he was quick to act. First signs that turnover was dropping caused John to focus on his biggest overhead – the wage bill. A swift round of redundancies gave immediate relief and he was able to sustain profit levels on an even keel. Six months later, however, turnover had dropped even further and he was facing a personal grievance claim from one of his employee’s with a possible payout of $1000s.

Incorrectly Assessing A Job Applicant's Motivation
In today's highly competitive and turbulent business environment, hiring average employees can spell "failure". Companies can not afford mediocrity while their competitors are striving to be the best. Hiring impacts profits in more ways than most companies realize. A Harvard Business School study determined that more than 75% of turnover could be traced back to poor hiring practices. The decision to hire -or not to hire- plays a significant role in turnover. The leading contributor to turnover is often not what happens after the employee is hired, but rather the process leading up to it. And turnover is not always bad if it's a bad hire that's leaving. You have to wonder if you really are hiring the best we can.
Effectively Dealing with Poor Management
While many individuals assume that pay or benefits are driving factors in employee dissatisfaction and turnover, research points in another direction. A Gallup Management Journal article highlighting excerpts from the book, First, Break All the Rules, reveals what is often the source of turnover. Employees join companies…but leave managers. The idea that a manager could affect whether an employee stays loyal to an organization isn’t a new concept. What made this article special was that it used a real life example of why one graduate of Stanford and Harvard left a well-known company after working there for only one year. The former employee said of her manager, “He’s not a bad man; He’s just not a manager. He’s insecure and I don’t think you can be insecure and be a good manager.” Her comment should alert all organizational leaders.
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