Turnover will create chaos in your organization. Supervisors will have to run their shifts short, hurting production; the scheduler’s life will be a nightmare trying to plug holes in the schedule with overtime and temps; and budgets will be busted from recruiting and training replacements, excessive overtime, and lost productivity.
Turnover can be controlled and can never be considered a cost of doing business. With top management commitment, you can increase retention by following these 3 steps:
- Metrics: Understand the extent of the problem. Put in place some simple metrics to understand how great the problem may be; where it is occurring; when it is happening; and what managers have the highest turnover on their shifts. With this information you can then begin determining why it is occurring. This upfront analysis is essential for the success of the change process.
- Determine the Causes: The next step is to determine why it is occurring. There are three powerful tools to provide you that information: 1) employee engagement surveys; 2) focus groups; and 3) exit interviews. The employee survey is a great barometer to help you understand what your employees are thinking. Since surveys only provide a snapshot, focus groups provide a deeper understanding of the issues. Finally, for those employees lost, exit interviews will help you understand why.
- Follow-Up Program: Armed with this information, you can begin correcting any problems by developing a comprehensive follow-up program.
Turnover can be controlled in any organization.