{"id":10765,"date":"2022-12-25T07:12:37","date_gmt":"2022-12-25T15:12:37","guid":{"rendered":"http:\/\/recruitloop.com\/blog\/?p=10765"},"modified":"2023-05-11T14:52:32","modified_gmt":"2023-05-11T21:52:32","slug":"8-tips-managers-minimize-employee-turnover","status":"publish","type":"post","link":"https:\/\/www.zippia.com\/employer\/8-tips-managers-minimize-employee-turnover\/","title":{"rendered":"8 Tips for Managers to Minimize Employee Turnover"},"content":{"rendered":"<p><!--Skip-->\n<link href=\"https:\/\/static.zippia.com\/galleries\/css\/htgaj.css\" rel=\"stylesheet\"\/>\n<p>High employee turnover is more than a challenge that businesses occasionally face. In most cases, high turnover is a sign that something is fundamentally wrong with a business. It might be <a href=\"https:\/\/www.zippia.com\/employer\/create-culture-engagement-organization\/\" rel=\"noopener\" target=\"_blank\">company culture<\/a>. It might be a mismatch between middling salaries and high expectations. It might be <a href=\"https:\/\/www.zippia.com\/employer\/type-leader-infographic\/\" rel=\"noopener\" target=\"_blank\">management techniques<\/a>. It might be one toxic employee, poisoning the experience for everyone else.<\/p>\n<p>Whatever the reason, solving <a href=\"https:\/\/www.zippia.com\/employer\/identify-warning-signs-company-toxic-culture\/\" rel=\"noopener\" target=\"_blank\">high turnover<\/a> issues should be a top priority for any business. Turnover hurts <a href=\"https:\/\/www.zippia.com\/employer\/7-ways-increase-employee-productivity\/\">productivity<\/a> and morale, eliminates consistency in the workplace, and costs money thanks to the expense of recruiting, hiring, and onboarding replacements. Strong <a href=\"https:\/\/www.zippia.com\/employer\/8-effective-employee-retention-strategies\/\" rel=\"noopener\" target=\"_blank\">employee retention<\/a>, on the other hand, usually indicates a happy team and a bright future. Here are eight tactics that employers and managers can use to cut down on turnover problems.<\/p>\n<p><b>Key Takeaways:<\/b><\/p>\n<ul class=\"large-bullets\">\n<li>\n<p>Take your time hiring because retention starts with your hiring.<\/p>\n<\/li>\n<li>\n<p>Making work more fun and enjoyable is a great way to boost morale and make employees happier.<\/p>\n<\/li>\n<li>\n<p>Invest in your employees and their future because every employee wants to grow in their career.<\/p>\n<\/li>\n<\/ul>\n<p><img alt=\"8 Tips for Managers to Minimize Employee Turnover\" src=\"https:\/\/www.zippia.com\/employer\/wp-content\/uploads\/2018\/01\/8-tips-for-managers-to-minimize-employee-turnover.png\" style=\"width:100%;\"\/><\/p>\n<h2 class=\"fancy\" class=\"fancy\" id=\"8-tips-for-managers-to-minimize-employee-turnover\">8 Tips for Managers to Minimize Employee Turnover<\/h2>\n<ol class=\"ordered-list-large\">\n<li class=\"ordered-list-large-item\">\n<p><b>Hire carefully.<\/b> Employee retention starts with hiring. Qualified employees who are a good fit with your company culture are more likely to stick around for the long term and make a positive impact while they\u2019re there. Hiring managers can recognize their role in fighting turnover and hire more carefully. That doesn\u2019t mean you second-guess yourself when you find someone you like. Instead, it means thoroughly vetting your hires\u2014with <a href=\"https:\/\/www.zippia.com\/employer\/creating-effective-hiring-process-infographic\/\" rel=\"noopener\" target=\"_blank\">detailed interview processes<\/a>, criminal background checks, resume verifications, <a href=\"https:\/\/www.zippia.com\/employer\/how-to-become-a-resume-reviewing-pro\/\" rel=\"noopener\" target=\"_blank\">resume checks<\/a>, and <a href=\"https:\/\/www.zippia.com\/employer\/software-skills-assessment\/\" rel=\"noopener\" target=\"_blank\">skills tests<\/a>.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Don\u2019t be stingy with raises.<\/b> <a href=\"https:\/\/www.zippia.com\/employer\/4-employee-recognition-tips-that-dont-involve-a-paybump\/\" rel=\"noopener\" target=\"_blank\">Money isn\u2019t everything<\/a> when it comes to employee retention, but it is a major factor. In 2014, <em>Forbes <\/em>reported that people who stay with the same employer for more than two years (on average) end up making 50% less in their lifetimes than those who hop from job to job.<\/p>\n<p>Employers give their workers an average annual raise of about 3%. By contrast, professionals typically see pay increases of between 10% and 20% when making a move to a new company. Obviously, employers can\u2019t afford to give every employee a 15% raise every year. However, if you want to keep your top talent, you need to give them financial motivation to stay. Reward good performance with big raises and you will lessen the pull of external opportunities.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Look at your benefits package.<\/b> If you can\u2019t afford to give bigger raises every year, look at your company\u2019s benefits package: 401(k) matching; lots of vacation; <a href=\"https:\/\/www.zippia.com\/employer\/6-reasons-empower-employees-flexible-schedules\/\" rel=\"noopener\" target=\"_blank\">flexible work schedules<\/a>; the ability to <a href=\"https:\/\/www.zippia.com\/employer\/10-essential-qualities-spot-effective-remote-workers\/\" rel=\"noopener\" target=\"_blank\">work remotely<\/a> or from home; professional development opportunities. These benefits are hugely attractive and hugely beneficial to many professionals\u2014particularly <a href=\"https:\/\/www.zippia.com\/employer\/3-millennial-trends-employers-need-know\/\" rel=\"noopener\" target=\"_blank\">millennials<\/a>. An employee thinking about leaving for a bigger salary might reconsider if she would be giving up these benefits.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Allow for work-life balance.<\/b> While there are industries where people still work around the clock (particularly in technology), the workaholic lifestyle is dying in many circles. Most professionals want <a href=\"https:\/\/www.zippia.com\/employer\/7-ways-reduce-employee-attrition\/\" rel=\"noopener\" target=\"_blank\">work-life balance<\/a>. They want to spend time with their friends, be with their families, travel the world, and enjoy life. Promoting work-life balance in your office\u2014with flexible start and end times, more vacation time, and clearer boundaries between work and home\u2014can decrease stress levels and create happier employees.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Stop wasting employees\u2019 time.<\/b> The best managers are often the ones who provide support and guidance but know when to get out of their employees\u2019 way. The worst managers are the ones who actively waste their employees\u2019 time.<\/p>\n<p>Cut down meetings\u2014both in length and quantity\u2014to make better use of time. Research conferences and other types of business travel thoroughly to determine if they are worthwhile. Keep one-on-ones brief if there is nothing that either party wants to talk about. Giving your employees the gift of extra time will make them feel more productive, fulfilled, and accomplished, which can lead to greater job satisfaction.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Make work more fun.<\/b> One of the biggest mistakes managers can make is equating laughter and fun with a lack of <a href=\"https:\/\/www.zippia.com\/employer\/7-ways-to-have-long-hours-productivity-and-fun\/\" rel=\"noopener\" target=\"_blank\">productivity<\/a>. Just because your employees are having a good time doesn\u2019t mean they aren\u2019t taking things seriously. On the contrary, employees who feel like they can make friends and have a good laugh at work are less stressed, more passionate, and less likely to quit. If you want something to tie your employees to your company, friendships and human connections are more likely to do the trick than money, benefits, or convenience.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Help your employees plan for the future.<\/b> Every employee wants to feel direction and momentum in his or her job. A dead-end job is a temporary job. As such, if you want to fight employee turnover, you need to promote long-term growth and development.<\/p>\n<p>Managers should sit down with every employee to discuss <a href=\"https:\/\/www.zippia.com\/employer\/create-culture-engagement-organization\/\" rel=\"noopener\" target=\"_blank\">goals and expectations<\/a>. Find out which skills or experiences a person wants to get out of their job and help them get there. Exposing your employees to new challenges and helping them find professional development courses relevant to their goals accomplishes two things.<\/p>\n<p>First, you show your employees that you care about their growth. Second, your employees start treating your company as a place where they can grow and evolve instead of just a place to earn a paycheck. Both outcomes emphasize longer-term employment.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Don\u2019t be a jerk.<\/b> No one on the planet got into their industry of choice because they wanted to listen to their manager yell at them over a minor mistake. Managers need to be firm and authoritative, but they do not have to be disrespectful jerks. Control your temper, be constructive in your criticism, and stop taking bad days out on your employees. Managers who are friendly, helpful, and supportive almost always foster better employee retention than combative power-drunk dweebs.\n<\/p>\n<\/li>\n<\/ol>\n<div ckmz=\"zippia\">\n<div class=\"row\" onclick=\"location.href='\/employer\/?src=inlinePostAJob-10765';\" style=\"font-size: 14px;color: #333; background: #fff; width: 100%; border: 1px solid #d8dee2; border-radius: 0 0 5px 5px; padding: 20px; justify-content: space-between;box-shadow: 0 18px 20px -20px rgb(0 0 0 \/ 15%); margin:0px; cursor:pointer;\">\n<div class=\"col-sm-8 col-xs-12\" style=\"-webkit-text-size-adjust: 100%; -webkit-tap-highlight-color: rgba(0,0,0,0); --vh: 12.87px;font-size: 14px;line-height: 1.42857143; color: #333; font-family: Open Sans,serif;font-style: normal; box-sizing: border-box;\">\n<div style=\"display: inline-block;margin-top: 10px;font-weight: 600;font-size: 20px;\">Get Started Hiring Now<\/div>\n<\/div>\n<div class=\"col-sm-4 col-xs-12\" style=\"font-weight: 600;font-size: 16px;line-height: 24px; text-align: center; text-transform: capitalize; color: #fff; background: #ff6000; border-radius: 4px; height: 48px; border: none; font-family: Open Sans,serif; display: -webkit-flex; display: flex; -webkit-justify-content: center; justify-content: center; -webkit-align-items: center; align-items: center;\">\n<a href=\"\/employer\/?src=inlinePostAJob-10765\" style=\"color: white!important;\">Post A Job<\/a>\n<\/div>\n<\/div>\n<\/div>\n<h2 class=\"fancy\" class=\"fancy\" id=\"employee-turnover-faq\">Employee Turnover FAQ<\/h2>\n<ol class=\"ordered-list-large\">\n<li class=\"ordered-list-large-item\">\n<p><b>Why reduce employee turnover?<\/b><\/p>\n<p><b>When a company has a high turnover, it can lead to lost productivity, high recruitment costs, and decreased employee morale.<\/b> A high turnover rate can also reflect negatively on a company which can make it more difficult to attract talent. When you reduce employee turnover, your employees will be happier and more productive. When they are happier, they will praise your company to everyone which can attract more talent.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>What are some reasons for turnover?<\/b><\/p>\n<p><b>Some common reasons for employee turnover can be because employees are overwhelmed by their work load and having a poor relationship with managers.<\/b> Bad managers who aren&#8217;t organized or are not approachable when an employee needs help can cause employees to be stressed and unhappy. Managers who also give their employees large workloads can also add on to that stress of employees.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>What can be a sign of turnover?<\/b><\/p>\n<p><b>Absenteeism can be a sign for turnover intentions.<\/b> If you notice that an employee is missing out of work more often or they are not performing at the same level, it can be an sign that they are getting ready to quit. Talk with them and see if there is a reason for it. You may find that the employee is struggling and you can help find a solution.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>How do you know if turnover is high?<\/b><\/p>\n<p><b>To know if your turnover is high, look at the percentage of staff your company turns over in a five year period.<\/b> a 15 percent staff turnover in a five year period is considered reasonable, but 20 percent or higher is considered high.<\/p>\n<\/li>\n<\/ol>\n<h2 class=\"fancy\" class=\"fancy\" id=\"final-thoughts\">Final Thoughts<\/h2>\n<p>You can\u2019t keep every employee forever. Even 100% satisfied workers will eventually walk out the door, whether because they are moving away, retiring, or got an offer they couldn\u2019t refuse from another employer. Many employers are losing people they don\u2019t need to lose\u2014often because they aren\u2019t following one of these tips. Adhering to these golden rules will help your business retain more employees for longer while also creating a happier workplace.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Employee turnover is devastating to any company\u2019s productivity, workplace morale, and bottom line. Here are eight strategies managers can use to retain more employees.<\/p>\n","protected":false},"author":291,"featured_media":13385,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[139,107],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.9 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>8 Tips for Managers to Minimize Employee Turnover<\/title>\n<meta name=\"description\" content=\"Employee turnover is devastating to any company\u2019s productivity, workplace morale, and bottom line. 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