How Does Wage Analysis Reduce Turnover?
While it may be tempting for a manufacturer to hire any interested candidate for a vacant position, this practice can often increase turnover and further exacerbate the problem. Taking the time to identify the minimum skills required for the job and establishing a fair wage to complete those tasks can help improve job satisfaction while simultaneously improving the chances of them staying with the facility long-term as a valued and productive employee.
One way to ensure employee satisfaction and focus on improving retention is to perform a wage analysis to create a benchmark and ensure employees are weighing their current job duties against their designated wages. Many manufacturers mistakenly believe that turnover is an inevitable part of the business given the tedious nature of the job that employees are required to complete daily. While turnover will likely always be present to some degree, it can be managed with an appropriate salary and incentivization through benefits or rewards programs. Improved wages may also help boost morale while enhancing the ability to achieve productivity goals. At the same time, a great salary program can also establish a manufacturing facility as a great place that job seekers will want to work at, and existing employees will want to stay with long term.
Taking the time to ensure that employees are receiving the right market wage for labor and that they are being treated well can help create positive change that reduces turnover. While it may seem detrimental to increase employee wages, this can help retain top talent and reduce employee turnover long term. Certified Source makes reducing turnover easy through our performance-based staffing services designed to not only improve performance but also elevate employee morale and satisfaction to further reduce employee turnover.
How Can Targeted Recruitment and Retention Programs Help Reduce Turnover?
Often, many benefits can be achieved when a company focuses on targeted recruitment and retention programs. While this approach may seem challenging at first, these two factors often work harmoniously to ensure that the best talent is captured from the local market. Then they will continue to work with the organization for years to come – often with little chance of them leaving. As you might imagine, a well-crafted retention program is frequently among the most critical aspects as an organization works to reduce turnover.
Organizations should set up new hires for success by ensuring their onboarding process is as streamlined as possible. During the onboarding process, employees should have a clear picture of the business's expectations for them as well as a vision of the mission of the organization and its pre-defined company culture. One easy way to improve retention programs is to describe what their next 30 to 90 days will look like. If you have not already incorporated this process, now is the best time to do it.
Celebrating employee achievements is also a critical part of recruitment and retention programs because it emphasizes any successes that impact the business positively. By that same token, providing employees with ongoing training throughout their career with the organization will also ensure that they can rise to meet any new challenges and have the skills needed to continue to grow with the business. Depending on the industry the company is a part of, certification programs can increase professionalism and help employees continue to mature in their designated position and career.
One final key aspect of using retention programs to reduce turnover is to be careful with the workload amount of pressure placed on employees. Happy employees will always be more likely to stay with a company than unhappy ones. Finding the appropriate work-life balance for the employee's individual needs and ensuring they do not reach burn-out levels is crucial. Take the time to review your current targeted recruitment and retention programs to see if they can be changed to reduce turnover in your own organization.
How Can Pre-Screening Help Reduce Employee Turnover?
Maintaining a healthy and safe workplace for employees is critical for enhanced teamwork and maintaining a stellar company reputation. Unfortunately, one of the most significant losses a company can have annually spawns from workplace violence – the destruction of company property, threatening behaviors or physical abuse among employees. Pre-screening candidates can help with reducing employee turnover by curbing this problem before it can begin. This can create a positive work environment that encourages growth and doesn’t hinder employee emotions, work performance or job satisfaction.
Knowing more about the candidate you are considering hiring and how they will likely perform when extended a job can ensure that the candidate is the right fit. Candidates who go through a detailed pre-screening process will often not apply at all if their skills or false information that they provide may be detected. This can save time and ensure that candidates who can’t “cut the mustard” aren’t eliminated early on in the process, allowing hiring managers to focus on sourcing the top talent available. From these remaining candidates, there is a much more likely chance that they will want to stay long-term if the offer and company culture matches their goals.
One final way that pre-screening helps reduce employee turnover is that, with the right employees in place, businesses can less time training new hires and can incentivize ongoing training and education for long-term employees. This helps the workforce continue to grow and stay up-to-date with modern trends or requirements for their job. Although pre-screening may seem like a challenging process, its benefits to modern businesses are unmistakable. As a leading provider of performance-based staffing solutions, Certified Source can help reduce turnover by utilizing pre-screening and ensuring candidates have the skills needed to succeed.
How Can Pre-Employment Evaluations Reduce Turnover?
As a highly customizable solution for employers, pre-employment evaluations can make it much easier for organizations to source the top talent and ensure that their position aligns with their long-term career goals. However, while these assessments are a great way to help screen candidates, legal issues can arise if the proper precautions aren’t taken. But what is the real value provided by pre-employment evaluations, and in what ways can they be used to hire suitable candidates and reduce turnover?
As previously stated, a pre-employment evaluation can often help a company identify the top talent available to them and provide valuable insight into how they will perform on the job. In addition to this, pre-employment evaluations can also help save time, cut costs, improve morale and ensure turnover is not looming in the future. Human resources is becoming much more data-driven, and having this data available can help organizations make more informed hiring decisions that will provide a positive impact for years to come; however, one of the most significant benefits is the ability to attack future turnover before it even begins preemptively.
Employers can increase the chances of getting the right talent the first time by using pre-employment evaluations to screen candidates and determine which are best for the job. When administered correctly, there’s no denying the power that this approach can have on reducing turnover for modern employers while ensuring that top talent is obtained and retained long-term. Unfortunately, many employers still do not use pre-employment evaluations for fear that implementing them will be too costly or too labor-intensive; however, the benefits obtained are immense and the process can function on autopilot once perfected. Certified Source can help simplify the process with intuitive and innovative performance based staffing services.
How Can Site Orientation Help Reduce Turnover?
Turnover is exceedingly common in entry-level positions across all industries. But having a well-crafted site orientation program can help reduce turnover occurring while also limiting the common problems associated with turnover like low morale, lost productivity or high costs that could quickly eat away at a budget. Instead of following the age-old orientation process that so many businesses have relied on, making the program work for your organization and setting clear guidelines for new employees is often a better approach. But to really drive that message home, let’s review some statistics.
According to O.C. Tanner, 69% of employees are more likely to stay with an employer for a minimum of three years if the onboarding and site orientation experience are great. To further compound this, research also shows that around 22% of employee turnover occurs during the first 45 days, while one-third leave with six months from their hiring date. As you can imagine, this means that the first 90 days of employment are crucial for laying a solid foundation that encourages an employee to stay with the company long-term. Site orientation should be a strong focus during these periods to continue reducing turnover while maintaining headcounts and boosting team morale.
Organizations should plan to do a site orientation within the first three months of new staff members arriving for the most impact. If multiple employees are starting simultaneously, keeping onboarding classes filled to no more than 15 people can help ensure it still feels personalized for the new employees. As a pioneer in performance based staffing, Certified Source can help simplify site orientation processes to ensure they resonate well with employees. Because all necessary staffing and training are completed through our worker pools, our staffing professionals can help find employees that are more likely to stay with a company long-term
How Does Function-Specific Training Help Reduce Turnover?
It is wise for organizations to be cautious of turnover in the current economic client. As new jobs open up, unsatisfied employees are likely to start searching for other opportunities. Fortunately, this is a problem that can often be curbed through function-specific training. While this may seem like a monetary loss to an organization in the short term, this is an essential facet of employee retention in modern times. Now is the best time to show your commitment to employees and give them the training they need to build loyalty.
Often, giving employees the option to attend function-specific pieces of training can help an organization demonstrate that they value the employee’s role within the organization. In addition to this, many employees will take it as a sign that the company cares for its employees and wants them to succeed. As many hiring managers that have taken this approach have found out, this also encourages employees to stay long-term. This, in turn, helps in further reducing turnover.
One other common reason that hiring managers associated reduced turnover with function-specific training is that these opportunities create growth potential in employees. Through these training options, employees can further grow into their existing roles and look for advancement opportunities within the same organization. This creates immense potential for developing leaders of tomorrow when expansion opportunities occur. With training, improved performance should also be rewarded to help reduce turnover and create lifelong employees.
Certified Source works with various industries that experience high turnover due to the monotony of their available positions. Our team works with employers to fulfill their employment needs while simultaneously reducing turnover through performance based staffing services. Under these programs, employees receive the training they need to thrive in a given position and often move into new roles within the company before considering leaving for an alternative job. In conjunction with function-specific training, this approach is critical for high turnover industries like manufacturing, construction or property management.