Individuals leave their jobs for all sorts of reasons; some employee departures are a result of decisions made by the employer while others are based on the employee’s decision to resign and move on, usually to another employer. If it is too high, labour turnover can have an adverse impact on an organisation as it will have to replace employees who have resigned and train new staff.
By understanding why people are leaving on a voluntary basis, organisations can take action to curb these departures. Through eight key activities, we help you to build a retention strategy to keep your labour turnover at a desirable level.
The 8 key steps to consider:
- Development a positive organisation culture
- Build an effective onboarding programme
- Improve line management skills
- Commit to managing staff
- Build a culture of recognition
- Offer learning and development opportunities
- Investigate all possible flexible working options for your teams
- Develop two-way communication between the organisation and employees