Ask Janea —HR in Out of Home

Ask Janea  —Managing Employee Turnover

—HR in Out of Home—Got people problems?  Let’s solve them together!

by Janea S. McDonald, PhD, PHR, SHRM-CP
janea@edgehrconsulting.com  www.edgehrconsulting.com

This article is the first of our Q and A, where readers like you send in their HR or people-related questions to me to be answered.  As you’ll see, anonymity will be maintained, so you don’t have to worry about any negative repercussions arising from your question. 

Question from a Reader Like You: How can I effectively manage and reduce employee turnover?  It’s costing me a fortune!

Answer: Let me tell you that you are not alone!  This is a very common issue especially with jobs like billboard installers.  It feels like as soon as they are trained, they leave.  The time spent training adds up, and then we have to do it all over again. 

Let me ask you this… are you keeping track of any data that will help? “You can’t manage what you don’t measure” is a quote attributed to management guru Peter Druker, but there is some debate as to whether he really said it.  Regardless, there is so much truth in the statement.  You have to measure turnover (which requires keeping detailed records which is easy enough if you have Human Resouces Information System) and understand what’s causing it.  Conduct exit interviews to identify common reasons for leaving, such as compensation, lack of growth opportunities, or poor management.  Use employee engagement surveys to proactively uncover dissatisfaction before it leads to turnover.   Analyze turnover data to identify patterns (e.g., departments or roles with higher rates). 

Let’s talk about some things you can do to proactively improve turnover. 

1. Enhance Employee Experience

• Focus on creating a positive work culture with open communication, recognition, and inclusivity – people often leave their jobs because they don’t like their boss and/or their co-workers (covered in my next article).
• Ensure employees feel valued through recognition programs and regular feedback.
• Offer opportunities for social connections through team-building activities or mentorship programs.

2. Competitive Compensation and Benefits

• Conduct market benchmarking to ensure salaries and benefits are competitive (pay attention to internal compensation equity too).
• Offer additional perks like flexible working arrangements, wellness programs, and educational stipends

3. Career Development Opportunities

• Create clear career paths and provide regular discussions about growth opportunities.
• Invest in training and development programs to upskill employees and prepare them for internal promotions.
• Offer mentorship programs to help employees build connections and navigate their career

4. Leadership Development

• Poor management is a leading cause of turnover. Train managers to be effective leaders who can support, motivate, and guide their teams.
• Emphasize empathy, active listening, and conflict resolution skills in leadership training

5. Onboarding and Integration

• A robust onboarding process ensures employees feel welcomed and aligned with company goals from day one.
• Assign mentors or “buddies” to new hires to help them integrate faster

6. Work-Life Balance

• Offer flexible working hours, remote options, or hybrid models to accommodate different employee needs.
• Encourage employees to take vacations and maintain boundaries between work and personal life – this means not expecting work or contact when they are off work. 

7. Regular Check-Ins

• Hold frequent one-on-one meetings to understand employees’ goals, challenges, and satisfaction levels.
• Use pulse surveys to gather real-time feedback on engagement and morale (help with this is in an upcoming article) 

8. Proactive Succession Planning

• Anticipate and prepare for potential departures by developing internal talent pipelines.
• Regularly review high-performing employees and create retention strategies tailored to them. 

9. Create an Employer Brand

• Build a strong employer brand that emphasizes company values, mission, and a supportive work environment – and then walk the walk and talk the talk.
• Leverage employee testimonials and social proof to attract and retain top talent.

By implementing these strategies and continuously adapting to employee feedback and market trends, HR can create a workplace where employees feel valued, supported, and motivated to stay long-term.

Please keep sending in your questions as you’re not the only one out there experiencing workplace issues, and others can benefit from reading how to handle specific situations.

This is your chance to get expert advice and see your question featured!  Email me at janea@edgehrconsulting.com.  Let’s work together to make people problems easier to handle. Visit www.edgehrconsulting.com