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<\/p>\r\n\r\n\r\n\r\n\r\n\r\nIf many of your employees \u2013 more than what’s expected in your line of business \u2013 have quit over a short period of time, you may have noticed that this had an immediate impact on practically everything, from a decrease in employee morale to an increase in hiring costs to lost productivity. Additionally, you may have even experienced negative public opinion about your company.\u00a0<\/p>\r\n\r\n\r\n\r\n\r\n\r\n
The truth is, high employee turnover kills business. However, it\u2019s entirely preventable, and fortunately there are very actionable steps any company can take to decrease turnover, and increase employee happiness and engagement.<\/p>\r\n\r\n\r\n\r\n
We\u2019ll get into that in a moment, but first, let\u2019s clarify the definition of turnover. Turnover is when an employee leaves a company, either voluntarily because they choose to seek other opportunities, or involuntary due to being fired or laid off. This is different from attrition, which is when an employee leaves for a natural reason like retirement, personal health or through the elimination of a position.\u00a0<\/p>\r\n\r\n\r\n\r\n
There are, of course, some happy turnovers, like when an employee leaves their position for a promotion within the company. But turnover becomes a problem when a company sees their high performers turning in their notices because they feel like leaving is their only option, or that they no longer want to give their time and energy to the company.\u00a0<\/p>\r\n\r\n\r\n\r\n
Higher than average turnover rates (companies should be shooting for 10% turnover<\/a>) can have detrimental effects in a number of different areas.<\/p>\r\n\r\n\r\n\r\n Bottom line? High employee turnover is costly. When people leave, there\u2019s a ripple effect that can be felt throughout the company. Lost knowledge, interviewing, recruitment and onboarding costs all add up, and companies simply cannot afford to ignore the long-term implications high employee turnover has on the success of the business.<\/p>\r\n\r\n\r\n\r\n Why do employees leave in the first place? There are a number of reasons why an employee might exit a company \u2013 and all of them are either preventable or manageable.<\/p>\r\n\r\n\r\n\r\n Ultimately, these reasons fall under the umbrella of a lack of employee engagement<\/a>, or not feeling connected, fulfilled and useful to their work and the workplace.<\/p>\r\n\r\n\r\n\r\n Most, if not all, employee turnover is preventable if companies know what to address. There are several different strategies companies can take to combat employee turnover, including more job duty alignment, recognition, communication and engagement.<\/p>\r\n\r\n\r\n\r\n Fortunately, many of these issues can be resolved through implementing an employee training program.<\/p>\r\n\r\n\r\n\r\n A robust training program can take on a number of different forms, depending on what the company needs, but its main objective is to educate employees in soft and hard skills, which provide a means for personal development and growth in the workplace.\u00a0<\/p>\r\n\r\n\r\n\r\n Employee training can include broad company-wide initiatives, like training around diversity and inclusion or sexual harassment. It can also include team-level training around topics like communication, conflict resolution or relationship-building. Employee training programs can be in a group setting with a facilitator, or can be offered through an online learning management system where an employee can learn by themselves at their own pace.<\/p>\r\n\r\n\r\n\r\n Employees cite a lack of upward movement, career development and career path opportunities as reasons for leaving a company<\/a> \u2013 and an employee training program fills that gap. Employees can use the training to grow their skills, which can position them for expanded job duties in their current roles, or may open up avenues for advancement in their current companies<\/a>. Providing an employee training program also signals to employees that their company cares about their development and advancement. 46% of employees<\/a> who see that their company has training offerings are more likely to stay.<\/p>\r\n\r\n\r\n\r\n Part of the employee training program can be onboarding so that incoming employees receive a full introduction to the company, the culture, their benefits, their expectations and more. A good onboarding program can boost employee retention, too. 69% of employees<\/a> are more likely to stay at a company if they receive good onboarding, and 91% of employees<\/a> who received good onboarding feel more connected to the company.<\/p>\r\n\r\n\r\n\r\n If the main reason employees leave is because of their manager’s poor managing style<\/a>, consider implementing employee training for managers, especially those whose teams have high turnover. An employee training program can help managers with soft skills like communication, how to give and receive feedback, how to lead team meetings and more. Additionally, training can give managers tools on how to hire better recruits for their team and the culture.<\/p>\r\n\r\n\r\n\r\n Employee training programs increase employee engagement<\/a>, which is the ultimate goal for combating employee turnover. Employees are more satisfied when they have the skills and knowledge to contribute to their roles, and if an employee feels like they’re contributing and that they’re a meaningful part of the team, engagement goes up. In fact, a highly engaged workforce can reduce turnover by upwards of 59%<\/a>.<\/p>\r\n\r\n\r\n\r\n A certain amount of turnover is expected in any business. But if you’re seeing turnover creeping up at your company, know that there are ways you can combat it. Start with an employee training program to increase employee engagement, widen opportunities for advancement, better onboard new hires and signal to employees that you want them to stay.\u00a0<\/p>\r\n","protected":false},"excerpt":{"rendered":" If many of your employees \u2013 more than what’s expected in your line of business \u2013 have quit over a short period of time, you may…<\/p>\n","protected":false},"author":5,"featured_media":10068,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"content-type":""},"categories":[126],"tags":[],"acf":[],"yoast_head":"\n\r\n
Why Employees Leave<\/strong><\/h2>\r\n\r\n\r\n\r\n
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Lower Turnover Through Employee Training Programs<\/strong><\/h2>\r\n\r\n\r\n\r\n
Career Development and Advancement<\/strong><\/h3>\r\n\r\n\r\n\r\n
Onboarding<\/strong><\/h3>\r\n\r\n\r\n\r\n
Training for Managers<\/strong><\/h3>\r\n\r\n\r\n\r\n
Increase Engagement Overall<\/strong><\/h3>\r\n\r\n\r\n\r\n
Where to Start<\/strong><\/h2>\r\n\r\n\r\n\r\n