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How to Reduce Employee Turnover in Hybrid Work from Home Era?

Avatar of Autonomous Autonomous | Mar 23, 2021

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Employee turnover is a pain point for a lot of companies in today’s professional world. Whenever you must deal with the loss of parts of your existing team, it means working to hire new people to fill their positions. While that doesn't sound too complicated, there's a training process that comes with doing so. Maybe the experienced persons that departed from the team not only knew the requirements of the job description, but they also knew the organizational culture and small quirks that are specific to your company.

Teaching a new person all of this is not possible in a short time or even at all. The truth is some of this information is going to have to be picked up on the job, and you may often think about the implications on organizational efficiency while that process is going on. So, the question becomes what can you do to start reducing employee turnover? This goes double with the hybrid work from home trend that is more prevalent in the current landscape of the working world than it has ever been before.

You don't have to become a dictator to get the most out of your team. Instead, you can focus on having a healthy work culture and beneficial policies that motivate people to want to do their best to feed into the company's strategic objectives. Once you can avoid physical and remote management mistakes that eventually lead to staff members wanting to and choosing to leave, your worries of reducing employee turnover should begin to decline. 

So, what actionable steps can you take? Thankfully, there is a host of information below that should point you in the right direction where some appropriate actions that the management team can consider are concerned.

Reducing Employee Turnover When the Rate Is High

Peer Recognition

peer recognition

Peer recognition is one of good strategies to reduce employee turnover. Companies need to do their best to normalize the recognition of positive work culture among employees. While not everyone may openly admit it, they do enjoy being acknowledged for their dedicated and successful efforts. Sadly, not every company has the kind of environment that promotes doing this in multiple ways. For example, companies tend to have an end-of-year event or several end-of-quarter events where recognition takes place.

However, staff morale benefits more from choosing to give the recognition as the positive actions are taken instead of waiting for an event to do so. Apart from management encouraging the team in this way, you should be facilitating staff members to do the same. The chances are that there is a company wide mailing list. Normalize sending email messages to the entire company to indicate when someone has done well.

You don't even need to stop there. Start changing your culture to make people more comfortable with just telling others that they have done a good job. You should build a productive culture for your team. You have no idea how much difference peer recognition can make to the level of happiness that an employee feels. In the same breath, encourage gratitude like you never have before. 

Personal and Professional Development

professional and personal

An enriched employee hopes to see two things in the working world. The first is to be able to effectively contribute to the company's objectives, while the second is being able to develop personally and professionally. One of the best strategies to reduce employee turnover is to facilitate both elements in equal measure. 

The feeling of being a part of a bigger purpose has an undeniable appeal to human beings. Therefore, if you can link the tasks that each employee does to tactical objectives that are feeding into organizational goals, you can create the required employee engagement that way. 

If you have a high turnover rate, your staff members are not happy for the most part. You need to remember that they are human beings before they are employees, and the organization needs to contribute to them too. In almost any industry, there are personal and professional development learning experiences available.

Consider enrolling members of the team in growth courses, expertise courses, and even team leading and management courses for those who display an aptitude toward leadership to reduce employee turnover.

Greater Quality of Life

greater quality of life

The traditional view of work was that people work for money. Any manager who has this thought may not be able to know how to reduce turnover. While a salary is arguably the greatest incentive for working, you create a detrimental situation if that is the only thing motivating those who the company hires. Even if you are getting paid, you don't want to spend most of your active week time at a place that is bringing you no joy.

People are acutely aware of the quality of life elements and how they can make for a more enjoyable existence. Some of these do nothing more than create a better work-life balance, but they are incredibly important to the employees who may have previously had none. 

Aim to create a better quality of life for your workers both inside and out of the office. From an internal standpoint of reducing employee turnover, greater task autonomy, listening to employee feedback, and possibly implementing a focus time system can help.

Ensuring that workers have access to an office standing desk, a home standing desk, or an ergonomic chair is also essential. Employees need to feel even more at home and like they matter. 

How Can a Company Predict and Reduce the Impact of High Turnover?

predict and reduce

If you have a problem with high turnover, you need to address it in two ways. Knowing how to reduce turnover is one thing, but you also need to decrease employee turnover impact. The former is more of a future-proofing mechanism. It helps to eventually eliminate the high desire to leave your organization. However, you must still focus on the impact that is going to follow those who have already left.

Predicting what that impact is going to look like requires the input of direct supervisors. They would know what the work requirements are and what processes the people leaving are required to undertake. Additionally, you can get insight into what the training requirements to develop new functional employees looks like. 

Dealing with the impact requires heavy strategizing. It may take a couple of management meetings and understanding what and who can be shifted to cover the gaps identified.

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