Reducing
staff turnover by keeping your workers happy
The concept that ‘happy workers are hard workers’ is not a
foreign concept in any workplace.
Nevertheless, too many businesses struggle to
retain their staff and suffer from high turnover rates.
Ensuring that your workers
are satisfied in the workplace can greatly reduce the costs associated with
recruitment, training and reductions in productivity due to introducing new
staff into your workplace.
Here are some simple tips to keep your staff where
you want them.
- First understand why staff are leaving and address these issues promptly
- Assess your staff benefits compared to those
offered in different companies. If your staff aren’t receiving a similar
package, it’s time to re-evaluate
- Increase the flexibility provided in your
workplace, particularly for working parents
- Let staff bring their own devices to work and
allow them to access social media while on the job. Believe it or not, flexible
IT practices have been associated with increased job satisfaction and workers who use social media are up to 75% more productive.
- If your industry can allow it allow options for staff to work
from home
- Provide workers with responsibility and allow them
to use it
- Show your staff respect
By outlining a clear path to performance growth, job promotion, listening to your staff and responding to issues they raise should enable your staff to feel respected and valued. All key factors when ensuring your staff are happy!
Asking a new employer about the salary for a new position can be an uncomfortable conversation to have.
Whilst some argue that an interview is not an appropriate place to get this information, it can be hard to know when it’s the right time to broach the subject.
Being informed can save you and employers a great deal of time that would have been wasted preparing for interviews that will go nowhere and awkwardness later on after being offered a position.
Here are some useful tips on getting around salary taboos.
• Do some research about similar positions in the same industry and get an idea of what is an appropriate salary would be. This way you are prepared for your response. If posing the question is too difficult, you will have a rough idea of what to expect
• Contact the company prior to the interview and request a job description. Hopefully, this will include the necessary information
• If you find confrontation difficult, a phone call prior to the interview could save you some time and effort. If you are uncomfortable leaving your name, request the information anonymously
• If all else fails, at the end of the interview when you are asked if you have any questions, politely request to know what the compensation package involves. Remind yourself that this information will affect you greatly, and therefore should be asked. Obtaining this information at the interview is often expected
Although the conversation might be unbearable, it is a necessary one to have. While all employers are different, it is not unreasonable to request this information before committing to a position.
