The Cost of High Turnover
by Steve Golliard, anonymous guest writer
30+ Year vet of Sales in Outdoor Advertising
It’s nearly 2020. Boomers are leaving the workforce and Gen Xer’s are replacing them. Millennials are replacing the positions held by the Gen Xer’s and we’re getting to see a paradigm shift in the tone and temperament of the workplace. One of the new values we’re seeing in this emergent workplace, is the company’s public perception and their office culture. Unlike companies of the past, how you are perceived as a workplace contributes to the strength of your brand. One of the worst things you can do to your brand, in today’s workplace, is create the perception that you have a revolving door for your hiring process.
Having worked for several billboard companies, both big and small over the past 31 years, I can tell you high turnover does a lot of bad things to your company. Bad employees are inevitable, bad fits are too, but when you have a company that actually embraces and encourages high turnover, there are a handful of problems you’re going to face, especially in this day and age when transparency and public perception factor into top talent looking for work.
Training. Having worked for… lets just call them Turnover Outdoor, I can tell you that an incredible amount of time was wasted training people. Sales managers were constantly carving out large portions of time to train new people. Sales people were asked to pitch in and honestly wasted a lot of time they could have spent making cold calls or getting new business. Considering the new hires were just eventually fired anyway, it was purely a waste of time for everyone involved.
Public perception. As a sales person, when I was bringing “the new guy” every other week to shadow me, clients started asking “is everything OK at Turnover Outdoor?” after several reassuring conversations, several of my clients asked me not to do that again. The other thing to remember, when you have a good experience with a company, you tell 10 people. If its a bad one, you tell 100 people. If a company has a constant turnover problem, every week or month, they’re creating ‘bad will’ ambassadors to be released to the public.
Keeping good people isn’t easy, but going out of your way to burn through people is just short sighted. Eventually the people you run off will land with other companies and may very likely discourage their newfound job from doing business with you. I have literally seen someone get fired, only to be hired on as a marketing person for a local company… that COULD use billboards! I won’t tell you how that went.
Ultimately, my advice is to take the time, invest in good candidates and find a way to establish a long term relationship. It shows stability in your company and saves you lots of needless headaches in the long run. Stop embracing the revolving door approach to hiring.
The opinions and points of view expressed in this post are exclusively those of the author and/or subject(s) and do not necessarily represent the views of OOH Today management, its advertisers or contributors.