How to effectively manage staff turnover. â€œTHE CHANGING ROLE OF HR: FROM SUPPORT FUNCTION TO SOLUTIONS AFFECTING BUSINESS DECISIONSâ€ 01.10.2010, Moscow, Ararat Park Hyatt. Factors affecting staff turnover. Motivation - how supportive and encouraging is your business?
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“THE CHANGING ROLE OF HR: FROM SUPPORT FUNCTION TO SOLUTIONS AFFECTING BUSINESS DECISIONS”
01.10.2010, Moscow, Ararat Park Hyatt
Motivation - how supportive and encouraging is your business?
Organisational culture - research shows that the culture of a business can influence staff commitment.
Induction - how welcome are staff made to feel from the start? Do they know where things are, what they are supposed to do, and what their colleagues are supposed to do? Bear in mind that the highest level of staff turnover is among new starters, so it's important to get them established quickly and to make them feel part of the business.
Competitive pay rates and a fair, transparent pay system - are they in line with your industry?
Incentives and other staff benefits - are they relevant for your staff? Can staff choose the ones they need?
Matching jobs to people - for the best use of skills, experience and competencies, as well as staff aspirations.
Staff training and development - is it relevant to your business and does it promote best practice?
Formal appraisals - give staff the opportunity to discuss their performance.
Team working - with common goals rather than unhealthy individual rivalries.
Flexible working arrangements - adapted to people's needs.
Recognition of work - life balance in your business' policies.
Measure and benchmark turnover
Add together the number of staff working at the beginning of the time period and the number of staff working at the end of the period and divide by two. This will give you your average number of staff working within this time period - you will need this number for the next stage.
Work out the number of leavers over the time period, multiply by 100 and then divide by the average number of people working in that same period.
This formula will give you a percentage rate for your business that you can compare over time. You can also use this indicator to see how your business compares with averages in your industry. This is known as benchmarking.
2. Examine turnover
Exit interviews are carried out by many businesses and can reveal common reasons for people leaving, and highlight any emerging patterns.
Surveys of all staff can often indicate general satisfaction levels but remember to address any issues arising so that they know you take their views seriously.
Analyse your recruitment and selection procedures to see if you can identify expectations or potential problems earlier - alternatively you may need to make the business' expectations clearer at the recruitment stage.
consult regularly with staff about general morale and feelings of satisfaction
make contingency plans to cover and replace leavers, including succession planning, so as to minimise disruption - review these plans regularly
make contingency plans to induct and train new staff and regularly evaluate both of these
And here is our way to look at it…
It’s our employees that make the difference, so it’s important that we invest in their spiritMost importantly we need to keep our people loyal and motivated”
…in fact 39% of disengaged employees suffer work related stress
Engaged employees feel consistently motivated to go beyond expectations and are committed and loyal to their company. They love coming to work every day and they are passionate about what they do.
50 Global CompaniesDivided Into High and Low Engagement
% Change in
% Change in
Source: PDI Ninth House
Head of HR Russia, CIS, South & Eastern Europe, DHL
phone: +7 495 9561001
mobile: +7 495 2260901