As employees quit their jobs, ask for honest reasons why they're leaving. If you can determine the cause for high turnover, you may be able to prevent job loss. If former employees aren't forthcoming with you since you were their boss, consider enlisting human resources to conduct an exit interview. Ask what about their job made them want to leave. For instance, if it the deciding factor was long workdays, consider reducing the amount of hours for employees on the project or hiring an extra hand. Listen to Current Employee Complaints
Ask current employees how they feel about the turnover on the project. Many may feel like the project is getting muddled or slowed down since so many employees are leaving. Since new hires don't have experience with the project, there could be stress on current employees who feel they have to keep training new people. Listening to employees and understanding their problems is one of the best ways to reduce employee conflict. Listen to their opinions on how the project could be improved in terms of staff turnover. Reorganize Project Employees
Project managers run the project as a whole and delegate tasks to employees working to complete the assignment. If you hire new employees when there's turnover for the project manager role, this can cause a lot of conflict and may lead to delays. If the turnover is presenting a problem, promote a temporary replacement from within. Choose someone to take over the project manager position who already knows the project, timeline, milestones and what is at stake. This is especially essential as the project nears completion. Create a Project Overview
Build a comprehensive overview of the project to give to all new hires. List the expected timeline for all milestones so everyone knows when certain aspects are due. Also list the duties of each member of the team and what is expected of them. Have new hires study the guide so they can jump in with coworkers in the middle of the project. This should waylay any concerns current employees may have with the effectiveness of newcomers. Sponsored Links Interview candidates carefully, not just to ensure they have the right skills but also that they fit well with the company culture, managers and co-workers. Get creative when necessary with benefits, flexible work schedules and bonus structures. Recognition and praise are a cost-effective way to maintain a happy, productive work force. Experts estimate it costs upwards of twice an employee’s salary to find and train a replacement. And churn can damage morale among remaining employees.
Here are some ways to lower turnover in your workplace:
– Hiring the right people from the start, most experts agree, is the single best way to reduce employee turnover. Interview and vet candidates carefully, not just to ensure they have the right skills but also that they fit well with the company culture, managers and co-workers.
– Setting the right compensation and benefits is important too. Work with human resources to get current data on industry pay packages, and get creative when necessary with benefits, flexible work schedules and bonus structures.
– Review compensation and benefits packages at least annually. Pay attention to trends in the marketplace and have HR update you.
– Pay attention to employees’ personal needs and offer more flexibility where you can. Consider offering telecommuting, compressed schedules or on-site or back-up day care.
– Bolster employees’ engagement. Employees need social interaction and a rewarding work environment. They need respect and recognition from managers, and a challenging position with room to learn and move up.
– Managers often overlook how important a positive work environment is for staffers, and how far meaningful recognition and praise from managers can go to achieve that. Awards, recognition and praise might just be the single most cost-effective way to maintain a happy, productive work force....
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