High attrition rates are a lot more than just an annoyance. They are also a major liability for your company, and an indicator that your course is off. For those reasons you can’t afford to ignore high or climbing attrition rates. Use these tips to determine the causes and find the solutions.

How to Plan for Turnover

Turnover exists at every company. Even if you succeed in lowering your attrition rates, you will never get them down to zero. You can help to lessen the impact, though:

• Identify Replacements – The easiest way to replace a departing employee is with one that already works for you. Scrutinize your workforce identifying strengths/weaknesses and top talent so that you can confidently promote from within when necessary.
• Create Standard Operating Procedures – Have everyone on your workforce describe their daily/weekly/monthly/yearly responsibilities. Then produce manuals for each position so that replacement hires can replicate more of the value you lose though turnover.
• Cross-Train – The more of your workforce that can perform responsibilities besides their own the better. Cultivate a multi-talented staff and your will face fewer setbacks when your workforce has a gap in it.
• Recruit Actively – You don’t have to wait until turnover is imminent to connect with promising talent. Turn recruiting into an ongoing process so that you have to invest less when a replacement needs to be found.

How to Prevent Turnover

You may not be able to recruit a workforce of lifelong employees. But you can take steps to recruit professionals who will work for you longer and more enthusiastically:

• Look for Cultural Fit – As you evaluate potential hires, look for candidates who share the values and mission of your company and reflect the character of the team they will be working on. People that feel comfortable in their work environment are naturally motivated to stick around.
• Get Flexible – Lots of people leave jobs when they feel burned out or overwhelmed. A simple solution is to offer more time out of the office in the form of flexible scheduling and work-from-home opportunities.
• Get Referrals – When someone that already works for you recommends a friend or family for a job, it’s a safe bet that person is a good fit for the job.
• Onboard – The more time and resources you invest in training a new hire, educating him in the ways of your company, and integrating him into the environment the longer he is likely to work for you.

The important thing to remember is that reducing turnover is about both recruiting and retention. Find the right kind of people and give them the right kind of support and you add a lot of stability to your staff. Work with the team at Morris Bixby to accomplish both objectives.