By Frank Payne,
Consider this. The average cost of replacing an employee is estimated at $3,700! Although that is a staggering amount there is something that can be done. Reducing employee turnover is conceivable. No, you cannot eliminate the turnover but there are steps that can be taken to minimize the collateral damage. The bottom line is, if you keep your staff happy, your staff will perform better. So the question becomes, “How do I keep my employees happy?” Well, let’s start at the beginning. It is essential that the person in charge of hiring knows exactly what the company needs as well as a clear description of the position and what that position entails. The right person for the job will make all the difference in the world. Carefully consider the prospective employee’s resume for skills, education, relevant experience, and be sure to contact references. Interview a number of applicants and try not to decide on the spot.
When a candidate makes it to a second interview, ask yourself these questions: Will this individual fit in with your company’s culture? Will this person get along with their prospective coworkers? Are they a good match with your working style? An independent young firecracker might not appreciate a boss who likes to supervise closely. Attitude weighs heavy on whether or not they will mesh with your current employee body. Once the applicant has been hired it is important to make them feel like they are a part of the family. Someone who is comfortable with their surroundings is more likely to stay than someone who feels like an outsider. Their voice should count and their opinion valued. Another way to keep the staff from fleeing to your competitor is to offer a little more than the competitive rate. If the employee is making more than the average rate they will value the job more and work harder to keep it.
Here are some points to avoid as a manager when overseeing your employee body:
• Negative or disrespectful words, attitude or actions
• Employee favoritism/inequities
• Unreasonable workload or overtime demands
• Rigid rules with no room for flexibility
• Devaluing/disinterest in employees ideas or suggestions
• Lack of communication with regard to goals, procedural changes, and company rules (“But Mr. Smith, the last time you said to do it this way. Now I’ll have to do the whole project over again.”)
• Lack of praise for a job well done
If you follow these simple methods you will not only have a company that progresses but an staff that loves what they do. Still need some guidance? Or having trouble getting employees to work well together? Check out some of our team building courses at Project Management Preparatory Academy where we offer an excellent Boot Camp for employees and managers.