Post-Recession Employee Turnover: How to Make the Most Out of It
One trend that seemed to disappear with the arrival of the Great Recession is employees quitting their jobs. Now that the days of the recession are in the past, there seems to be an uptick in the amount of employees who are quitting their jobs to find more satisfying employment. What this means for businesses everywhere is they need to redirect their efforts from workforce reduction to employee retention. Post-recession employee turnover is alive and well.
When workers quit their jobs, it is not just because there may be greener pastures for them to go to. In many cases, it is because they are unsatisfied with their current employers. While businesses are so busy focusing on their bottom-line and making cuts to their workforce, they are also dumping a heavier workload on their remaining employees. As the current job market continues to improve, employees that were previously afraid to leave their current employers may be finally ready to severe ties in hopes of working for companies that are more focused on creating healthy and happy work cultures.
Companies looking to stem the post-recession employee turnover hemorrhage should look at the opportunity this trend presents and its affects. When dissatisfied employees quit, space becomes available to attract better talent. This may cause remaining employees to feel undervalued and unappreciated. The best way for any organization to take advantage of this trend is to revamp their efforts so they can attract and retain better talent.
Start thinking of ways you can attract and retain top talent to your organization and woo them. Romance them so they fall so deep in love with everything your company represents and offers that they can’t help but want to work there. Orchestrate every aspect of interaction with your organization so employees develop a good impression and healthy respect for it. Don’t stop once they are employed with your organization. Continue wooing them by making changes to the workplace that benefit your employees and help to make them more productive.
Give your company a purpose. Make that purpose known to all employees. That purpose should be a source of motivation for all employees that encourages them to work for the overall good of the organization. By giving your employees a reason for working at your company, you will give them more motivation to show up and perform other than collecting a paycheck.
Rebrand Job Titles and Duties
It is hard to get anyone excited about performing their job if it seems boring. When creating job descriptions, rephrase them so they are more appealing and exciting to the caliber of employees you hope to attract and retain. Make the job titles stand out in a way that captures the attention and imagination of potential employees. They should also redirect the focus from the duties to the candidates themselves to make them feel more valuable.
Keep in Touch
Employers have a tendency to ignore candidates unless they are actively interviewing them and hiring them. This does not sit well with today’s breed of professionals. Lack of communication from potential employers makes candidates feel like they are being ignored, blown off and snubbed at. Candidates are more likely to stay interested in your company if you stay in touch with them. Communicate often to keep your organization in the forefront of their minds. Update them on the status of their resume after they apply for positions with your company. Follow up with them during the hiring process and let them know if you decide to choose other candidates for positions they apply for.
When interacting with current and prospective employees, always give them your full attention. Maintain eye contact, be punctual, responsive, ignore distractions and focus on your employees so they will feel you are sincere, caring and genuinely vested in making them apart of your organization and in their success.
You can make all of the changes in the world to attract future employees and retain the ones you have, but the only way you’ll know if you are on the right track is to get feedback from them and rejected candidates. Avoid the common pitfalls that employers seem to fall into with post-recession employee turnover. Poll current and former employees to find out what areas and processes they would change and which ones they would not. Encourage them to provide feedback so you can constantly make changes as necessary to improve your company’s work culture.
Fight post-recession employee turnover by creating a work culture that makes all potential, new and current employees feel valued and appreciated.
Feel free to use the resources here at Mighty Recruiter to reduce post-recession employee turnover and make your organization a better place.