How to Reduce Employee Turnover: 7 Approaches to Consider

Categories: Advice for HR Professionals

The job of HR professionals goes beyond hiring. Making top talents want to stay with your organization is paramount. That is why improving retention and knowing how to reduce employee turnover are some of the most pressing challenges HR departments face.

A high turnover rate poses a significant threat to an organization because it can lead to increased costs and decreased productivity. It can also cause potential erosion of company culture.

This article explores the causes of employee turnover and how you can effectively address them.


What Causes Employee Turnover?

Understanding the multifaceted factors contributing to why employees choose to part ways with an organization is crucial in counteracting them with solutions or taking preventive measures.

Gallup’s survey in 2022 sheds light on the primary reasons behind employee exits. Topping the list is pay and benefits, constituting 20%. Beyond monetary considerations, career advancement (13%) and perceptions of leadership (13%) play significant roles in influencing retention. Relocation (9%) and personal reasons (9%) also highlight the impact of external factors.

Meanwhile, unrealistic job expectations (6%) and job fit (6%) underscore the importance of aligning roles with employees’ capabilities and aspirations. The statistics also showed that organizational culture matters, as factors like not being treated with respect (5%) and work-life balance (4%) contribute to the overall employee experience.


How to Reduce Employee Turnover

A part of cultivating a more resilient and high-performing workforce involves coming up with strategies to slash employee turnover. The following approaches can help create an environment that not only attracts top talent but also encourages and motivates employees to stay for the long haul.


1. Conduct employee surveys and exit interviews

Gaining insights into the employees’ experiences and the reasons behind their departure helps organizations identify patterns and address issues. You can acquire such insights by regularly checking in on employees via surveys and interviews. By understanding employees’ perspectives, you can pinpoint areas for improvement.

For instance, if survey results highlight dissatisfaction with communication channels, implementing regular town hall meetings or adopting collaboration tools can enhance transparency and engagement. Meanwhile, exit interviews allow you to discover and address common reasons for employee departures, such as inadequate training or limited growth opportunities.


2. Improve hiring practices

Thorough screening of candidates, clearly communicating job expectations, and assessing cultural fit are key to better employment. Moreover, incorporating scenario-based questions during the hiring process can gauge problem-solving abilities to ensure a better job fit. These methods help align employees with roles that suit their skills and aspirations, ultimately increasing job satisfaction and tenure.


3. Foster a positive work culture and environment

A supportive, inclusive, and engaging atmosphere cultivates a sense of belonging and loyalty. Companies can achieve this by promoting teamwork, providing flexibility, and emphasizing work-life balance. An excellent example is integrating flexible hours or remote work options. Such policies demonstrate trust in employees’ abilities to manage their responsibilities while allowing some freedom.

In addition, team-building activities and a commitment to diversity and inclusion contribute to a workplace where employees feel valued and connected. The more you prioritize the well-being of your staff, the less likely they are to leave.


4. Expand career development and growth opportunities

Employees are more likely to stay when they see a clear path for professional development. Providing training programs, mentorship, and the like not only enhances their skills but also shows them that their progress is valuable. Encourage managers to set one-on-one meetings with their staff to discuss their career goals and how they can forge a path toward achieving these objectives.


5. Recognize and reward good performance

Acknowledging and compensating employees for their contributions is a powerful retention tool. Recognition programs, performance incentives, and a culture of appreciation contribute to job satisfaction and loyalty. Reinforce the value of their inputs by publicly recognizing achievements in team meetings or through internal communication channels.


6. Review your employee compensation and benefits package

Regularly evaluating and adjusting your offerings ensures employees feel adequately rewarded. Health insurance, mental health support, retirement plans, professional development stipends, and other benefits enhance the employee experience. They help retain top talent and make it more likely for them to stay with you than seek better opportunities elsewhere.


7. Address heavy workloads

Striking a balance between productivity and employee welfare is vital to reducing turnover. Too many responsibilities can lead to employee burnout and dissatisfaction, resulting in more turnover. You can address this by evaluating workload and redistributing tasks or outsourcing non-core functions.

For instance, a marketing agency might outsource graphic design tasks to specialized freelancers, allowing its in-house team to focus on strategic activities. This not only relieves the burden on employees but also improves overall productivity and job satisfaction. A recruitment agency like Manila Recruitment can help you deploy professionals for specific tasks to prevent excessive work.


Boosting Your Power of Retention

An exceptional company knows how to attract top talent and keep them. In light of this, understanding and combating turnover is paramount. Organizations that take proactive measures and encourage employees to thrive are more likely to foster stability and success.

From refining hiring practices to recognizing achievements, each strategy is critical in reducing turnover and cultivating a loyal, high-performing team. To further support your organization, consider outsourcing. Manila Recruitment, a recruitment agency in the Philippines, offers expert assistance with outsourcing and recruitment services.

Our team is dedicated to building robust, long-lasting teams for our clients. Reach out today and let us partner in securing your company’s success.