Employee attrition is a costly
dilemma for all organizations.
Control attrition with effective communication - build strong, effective
teams.
Is ATTRITION important to your organization?
Employee attrition costs 12 to 18 months’
salary for each leaving manager or professional, and 4 to 6 months' pay for
each leaving clerical or hourly employee. According to a study by Ipsos-Reid,
30% of employees plan to change jobs in the next two years. Do the math and
discover how much your company may pay for attrition.
Although employee turnover can help organizations
evolve and change, an American Management Association survey
showed that four out of five CEOs view employee retention as a serious issue
for organizational success. If managers know the real causes of attrition,
managers can control attrition and retain employees. Each retained
employee can save money and lead to better opportunities.
Why Employees Leave
Most employees leave their work for reasons other than
money - and your organization can correct these reasons. Most leaving employees seek
opportunities that allow them to use and develop their skills. Leaving
employees want more meaning in their work. They often indicate
that they want to use their qualities and skills in challenging
teamwork led by capable leaders.
Managerial staff cite "career growth" and
"leadership" as the major factors that influence attrition and retention,
together with "opportunities for management" "ability of top
management" "use of skills and abilities" and work/family balance Professional employees cite concerns about
"supervisory coaching and counseling," "company direction" and
interesting work Clerical employees voice concerns
such as "type of work," "use of skills and abilities" and opportunities to
learn Hourly employees notice whether they are
treated with respect, have capable management and interesting work
Employee Orientation
New employees who attend a positive
orientation program are 70% more likely to be with the company three years
later (Corning Glass).
Mergers/Acquisitions
Lee Hecht Harrison, a HR consulting firm,
advises, "Far more employees will leave following a restructuring than
are laid-off or terminated as a result of downsizing. This lost talent, and
cost can
be minimized through good communication."
Exit Interviews
Exit interviews provide an excellent source
of information of internal problems, employees' perceptions of the
organization, underlying workplace issues, and managers' leadership
abilities.
Ineffective Managers
High employee turnover can be recognized and
properly attributed to poor managerial performance, emotional intelligence
and ineffective leadership. Poorly selected or improperly trained managers
can be expensive...
A Workforce Magazine article, "Knowing how to keep your best
and brightest," reported the results of interviews with 20,000 departing
workers. The main reason that employees chose to leave was poor management. HR
magazine found that 95 percent of exiting employees attributed their
search for a new position to an ineffective manager.
Hire attitude; Train skills
We can help you hire
and inspire appropriate employees ...
Build positive, friendly, teamwork attitudes
and commitment to customer services Help new employees feel comfortable as
they participate as valued team members Provide periodic refresher courses to
maintain team purpose and functionality Apply Expert Modeling
to rapidly transfer expert skills within a workforce
Reduce Attrition: Managers and Professional Employees
We can help you adjust
your company vision and manager's performance reviews to reflect employee
turnover, and provide mentoring and interpersonal training to inexperienced
managers.
Develop and communicate a strong strategic
vision Provide relationship coaching and help people
develop to their potential Reward managers for their relationship skills -
not only on technical know-how and financial results People don’t leave jobs, they leave
managers! Replace managers who will not develop relationship skills
Reduce Attrition: Clerical and Hourly Employees
We can help you
communicate. Most employees want to know
more about their work. We can explain each process and help
employees understand the importance of their work. Your employees will
become more knowledgeable about their effectiveness. Here are a few ways ...
- Compliments and thanks cost little and can bring great
benefits
- Let employees know that their opinions are valuable
- Keep employees informed - don't let them hear important
news through rumors
- Update employees with technical information
- Address staff by their first names
- Publicly praise what the employee has accomplished and
say why it was important
- Criticize privately about what the employee can do
better and explain how to do it better
- Create community with activities such as informal meals
or events outside work
- Involve employees in organizational planning
- Titles cost little and remind employees that they are valuable
Systemic Coaching ...
Systemic Coach Training ...
Your Next Step
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