7 Practical Lessons for Employers to Address Employee Turnover

Employee turnover is a significant challenge for organizations, impacting both time and resources. However, a recent review has unveiled valuable insights on how employers can effectively tackle this issue. Let's take a look at some practical lessons derived from the study:

1. Validated Selection Procedures: Consider using validated selection procedures like biodata, personality assessments, and person-organizational fit evaluations during the hiring process. These can help identify potential job applicants who might be more likely to leave in the future, enabling you to build a more stable and committed workforce.

2. On-boarding Practices: The first days and weeks of a new hire are crucial. By implementing Realistic Job Previews (RJPs) and robust on-boarding practices, you can assist new employees in adjusting to their roles more effectively. This is particularly vital as most turnover occurs among this group facing job adaptation challenges.

3. Monitoring Turnover Causes: Stay on top of prominent turnover causes by conducting surveys or analyzing personnel records. Tracking attitudinal trajectories can provide valuable insights into potential turnover, helping you identify areas for improvement in work conditions and employee satisfaction.

4. Forecasting Performance: Leverage turnover rate trajectories to forecast potential performance decrements. Understanding how turnover affects your organization's overall productivity can lead to better decision-making and strategic planning.

5. Collecting Departing Employees' Data: When employees leave, gather data on departing individuals, especially high performers or key network actors. Understanding where they go, like joining competitors, can help you adapt your retention strategies and stay competitive in the talent market.

6. Reluctant Staying and Leaving: Identify and assess reluctant staying and leaving, especially when external forces influence these decisions. Besides assessing job engagement, directly evaluate this mindset to comprehend other reasons leading to this state, such as organizational fit or supervision concerns.

7. Understanding Reluctant Leaving: Explore the reasons behind reluctant leaving, such as spousal relocation or unsolicited job offers. This understanding can help you prepare for future turnover and take proactive measures to retain valuable employees.

Embracing these practical lessons can significantly impact your organization's turnover rates, employee satisfaction, and overall success. Addressing turnover challenges proactively will undoubtedly contribute to a more engaged and committed workforce.

Source: Peter Hom, Thomas Lee, Jason shaw (2017) One hundred years of employee turnover theory and research