While it would be easy to try to pin retention issues on one specific department or person, it’s simply not true. Individuals all across the company contribute to retention rates. People join companies and leave cultures. It’s important to know how each person in the company is responsible for high or low employee retention rates and moves that can be made in order to ensure lowest possible turnover.
Managers seem to be the people who often are blamed for retention problems because they often set the tone for their department and talent management strategy. This is true, but at the end of the day, managers are unable to control everything that goes on in their department, making it hard to blame them for workplace bullying or toxic employees. That being said, there are several things that managers can control, including how they handle conflict.
- Deliver Criticism: Delivering criticism in an effective, though appropriate way is vital for recruitment. Employees want their managers to guide them to improve and grow, but don’t want to feel insulted or put down.
- Handle Day-to-Day Operations: If a manager tends to be authoritarian and micromanages projects that employees are capable of handling themselves, it’s a good idea to check in and help them find alternative ways to deal with issues they are facing.
Talent acquisition is another group of people that are often blamed for poor retention, when that’s not really the case. While talent acquisition can do a lot to detect potentially bad culture fits, poor work ethics, and more, there are circumstances that are simply beyond their control.
It’s important to never attribute low retention rates exclusively to poor recruiting. Remember: getting them in the door is only part of the battle for retention. The other part is making them walk through the door day after day.
Remember: Getting them through the door is only part of the battle for retention. The other part is making them walk through the door day after day.
Coworkers rely heavily on culture to know how to treat one another. Create a culture of collaboration rather than competition to foster relationships between coworkers and make sure that every member of the team has the opportunity to get to know their coworkers through workplace events or activities. From their first day, employees start to absorb their company’s culture and the company has only a few short weeks to make an impression. The responsibility for a successful first day doesn’t rest solely on the shoulders of the manager. Assign other team members to give tours, teach software and answer questions so the newest additions to your team feel welcome and included in the group, leading to higher engagement and retention.
From their first day, employees start to absorb their company’s culture and the company has only a few short weeks to make an impression.
Employee retention is everybody’s responsibility and everyone in the company has the power to raise or lower turnover rates. It all comes down to the culture that’s prevalent in your workplace. By taking the time to understand how each employee impacts retention, it’s easier to make small changes on an individual level that boosts engagement and lowers overall turnover, lowering your hiring and recruiting costs for the long run.
The BirdDogHR applicant tracking system makes hiring the perfect candidate easier than it’s ever been, leaving your team with plenty of time to engage and retain employees. The Learning Management System helps managers and employees alike complete training plans and track results. When working with our performance management software managers can easily identify high performers and help employees grow to be their best.
Contact us for more information or to schedule a demo today.