Motivation as a Possible Solution for Turnover
In the manufacturing industry, it is incredibly easy for a stellar employee to quickly lose motivation simply because they are completing the same job duties in repetition each day. Since this can quickly lead to turnover, businesses should constantly be implementing counseling, socialization, incentive programs, and recognition programs to ensure motivation remains at an all-time high. But how can this be maintained in challenging industries?
Successful managers are often those that ensure projects remain successful. Often, top performers will have a significant impact on project health – making it imperative to ensure that the turnover of these groups remains as low as possible. Without the right frameworks in place, businesses will continue to lose top talent due to drops in motivation and will constantly need to retrain and grow their workforce.
How Can Motivational Programs Reduce Turnover?
During peak phases, each employee needs to provide the level of service necessary to ensure that project health remains high. Any time motivational drops occur, this will simultaneously impact the project's overall health. Stressful relationships, conflictual situations, monotony, and much more can all quickly impact motivation – making it extremely important to counteract these facets of the organization whenever possible.
When a problem is seen that could be dragging down company morale or encouraging turnover, motivational techniques should immediately be implemented. Before it gets to this point, however, business owners need to understand how their employees want to be motivated and which approaches they respond the best too. For instance, are they financially motivated, or do they want recognition for the level of service they are providing?
Setting smart goals is often one of the easiest ways to inspire and motivate your staff. Focusing on large tasks or projects as a whole can often be seen as overwhelming. On the other hand, if a project is broken down into smaller goals, employees will fully understand the project tasks and give them a roadmap to realizing the ultimate goal. It is also essential to ensure that each employee understands how important they are in these processes during this period.
When employees see that management is trying to create a positive work environment, they are more likely to focus on the quality of work they are achieving subconsciously. Looking at Maslow's Hierarchy of Needs and aligning it with your employees' core values and hopes will help improve motivation and show that you are invested in their success and well-being both at work and at home.
Creating a company culture that is inspiring and uplifting will also improve motivation and reduce turnover. According to a recent study, 26% of employees said they dread going to work simply because the culture is toxic. Fixing these aspects within your workforce will help ensure that everyone feels valued and wants to contribute to the overall goals set by management. The better news is that these benefits will expand far beyond simple turnover reduction and will continue to impact other aspects of the organization positively.
Exploring Risk Management Solutions as a Possible Solution for High Turnover
In the current competitive manufacturing landscape, businesses that fail to control their turnover are also unable to change how their company operates fundamentally. This could mean decreased productivity, low morale, and high overtime wages. Even worse, the revolving door of new hires can directly affect the level of expertise available sitewide. Though some turnover will be unavoidable, mitigating what you can with risk management solutions is crucial for the best outcomes.
Unwanted turnover can be expensive for a manufacturer. But without a thorough understanding of why turnover is occurring and an action plan to reduce the risks of turnover, most companies will continue to repeat the same cycle until they cannot meet headcounts. But what does a risk management solution for reducing turnover entail? And how can a business ensure that the risk management solutions they choose will deliver on the metrics they are focusing on?
How Can Risk Management Solutions Reduce High Turnover?
At a base level, risk management is considered the process of identifying, analyzing, and mitigating uncertainty. There are various tactics that modern manufacturers can use to identify risks both internally and externally that might lead to employee turnover. This could be something as simple as a minor flaw in the company culture, to base behaviors found in approved candidates that potentially are not suitable for the work environment in place. For this reason, it often takes some investigative work on behalf of management and the human resources department to determine these risks.
Although the key performance indicators for turnover rates can vary widely based on geography, industry, and role, a recent study from Mercer found that the average annual US turnover is 20%. Of that twenty percent, around two-thirds were voluntary. The manufacturing industry tends to have an excellent average – sitting at approximately 15% - a number that all manufacturing facilities should strive to meet or subceed. Without the proper attention to risk management within a retention strategy, the manufacturer will achieve a turnover rate that is higher than average.
One of the best steps to decrease turnover is implementing risk management solutions like pre-employment background and experience checks. By analyzing this data, a hiring team can accurately determine how long they will stay with the company and potential resume-based issues that could present a problem. Effectively, turnover risks will be calculated and decided before an interview is scheduled. Businesses are more likely to find the right talent, work ethic, and commitment required for long-term success by factoring this in.
As a performance-based staffing agency, our approach to risk management solutions is to provide variation for team members. This limits potential burn-out and gives employees a pathway to keep growing within the same company instead of looking for external options. While this will not eliminate all the turnover a manufacturer is experiencing, it should help drastically cut turnover rates. If you are interested in learning more about performance-based staffing as a potential risk management solution for turnover, contact us or find your nearest location to get started.
Setting, Tracking, and Monitoring Quality and Productivity Goals as a Possible Solution for High Turnover
There is no denying that the manufacturing industry can be an incredibly challenging work environment. Team members constantly work with tight deadlines, high-quality standards, and high-risk environments. To make things even more complicated, site administrators continually struggle to attract top talent and ensure they are retained long-term. But what if you could set, track, and monitor quality and productivity goals to help eliminate high turnover?
According to the Association for Manufacturing Excellence, the manufacturing industry's average absenteeism and the turnover rate is approximately 37%. Compared to all other industries in the United States, which have an average turnover rate of 3.6%, this is a sobering reminder of the unique challenges this industry faces and will continue to face in the future. High turnover rates can not only cost exorbitant amounts but also degrade company culture and quickly inhibit productivity.
How Can Quality and Productivity Goals Reduce High Turnover?
Maintaining a low turnover rate and a high productivity rate may seem like a pipedream to many manufacturing facilities; however, that doesn't have to be the case with the proper preparation and ongoing monitoring. While fewer millennials are aspiring to work on production floors and the existing workforce continues to age, it is more important than ever for manufacturers to start attracting young, engaged talent. Fortunately, a few key things ensure these goals remain a priority, and the rewards continue to flow.
One of the best ways to decrease high turnover is to invest in training programs for team members to be more confident in their positions or grow to meet the demands of a changing environment. These could include on-the-job or traditional classroom training that helps employees develop and hone new skills or expand their existing skills within the organization. This investment can help reduce employee stress levels and, in turn, reduce the amount of turnover naturally occurring.
Manufacturing jobs are also incredibly demanding. Employees must spend long hours on the floor, and repetitive movements can affect employee retention. By setting, tracking, and monitoring quality and productivity goals, manufacturers have the resources and tools to impact turnover rates positively. Even minor adjustments will improve morale by encouraging and recognizing accomplishments when needed.
There is no denying that people are the most critical resource in a manufacturing facility. Investing in your personnel and ensuring they are committed to the organization is an essential first step in reducing turnover and improving long-term retention. Without the proper support and guidance, the manufacturing industry will continue to experience high turnover rates that can easily be avoided.
Certified Source can help with our proven performance-based staffing services if you struggle to maintain a consistent workforce. We can help eliminate employee burn-out through our innovative job placement systems. Contact your nearest location to learn how our staffing professionals can help meet your head counts and limit turnover before it occurs.
Exploring the Development of Quality Teams a Possible Solution for Turnover
Picture this: You are diligently working on a project with your team when you learn that another team member has submitted their resignation. Surprisingly, this is the sixth person to exit your company within as many months. Unfortunately, the high turnover rate affects multiple people across the team in various ways. It creates restructure, new training, and additional tasks, and the team will also have to adjust to new dynamics.
High employee turnover can create a variety of challenges for a company. Recruiting for the same positions over and over can be expensive and might make the position look unappealing. This, in turn, could be affecting how potential hires and customers see the company. Extra demands can be placed on remaining team members, possibly decreasing quality. Managers can help this by remaining aware, forward-thinking, and supportive.
Although turnover is inevitable, some steps can be taken to create strong teams. Even when challenging times of change come, teams that are developed well can better face the storms. When employees feel seen, respected, and like their work matters, this can significantly increase their time engaged and overall commitment to a company.
How Can the Development of Quality Teams Reduce Turnover?
Developing quality teams is one way that employers can help eliminate or reduce employee turnover. The first step is creating an employee-centric culture while considering the company's long-term objectives. From the onset of hiring, recruiting and hiring someone who can fill the skill gap needed but also fits the team culture is vital. When people are hired in a spur of moment decisions, they are often more likely to have shorter retention times. Taking time during the hiring process can eliminate steep hiring costs while ensuring a long-term hire.
It is equally important to allocate tasks to the right people within the team. Ensuring that tasks are aligned well with team members' skill sets allows them to maximize productivity and enjoy their workload. Someone consistently doing tasks below their skill level will likely lose interest and feel like their potential is not recognized. At the same time, someone consistently assigned tasks above their skill level can become frustrated or burned out, becoming more likely to quit. By developing a team where the workload is shared, and employees are encouraged during even the hard times, employee retention is likely to be higher.
Managers can help establish a quality team culture by respecting team members' time and efforts and publicly and privately recognizing those things. Goremotely says that "extremely connected teams demonstrate a 21% in profitability." Additionally, employees who feel they have meaningful connections with their coworkers will likely stay. Some tactics, such as team-building activities or a buddy system (where new employees have an assigned mentor), can lead to stronger connections within a team. Monthly meetings, lunches, or activities can also be ways to strengthen a team.
Clear expectations are one of the most critical components of developing a quality team. Studies show that employees are more likely to leave a team when they feel under-prepared or trained. Clearly established job expectations and training opportunities allow employees to feel prepared and knowledgeable about their expectations. Goal plans can be an extension that allows employees to see their time with the company as a path rather than just one day at a time. In addition, regular feedback is essential to maintaining a quality team. When employees know what they have done well and where they can improve, they are more likely to be invested in their team.
One final component to developing a quality team to improve employee turnover is sharing a common goal. When teams have established a common goal, either at the company level or team level, they know their long-term and short-term targets. Aligning these goals allows for tangible results and team camaraderie while simultaneously ensuring that unnecessary turnover is reduced as much as possible.
Exploring Enforcement of Attendance and Writing Warning Policies as a Possible Solution for Turnover
Employee turnover can be a significant challenge for any organization. The costs associated with finding and training new employees can be significant, thus making it essential for organizations to consider strategies that can help reduce employee turnover. One such strategy is the enforcement of attendance and written warning policies.
Truancy is a major contributor to turnover in the workplace. Not only does it decrease productivity, but it can also lead to costly disciplinary action and possible termination. Employees who are frequently absent tend to miss important deadlines, be less productive, and fail to meet customer service expectations. This can lead to customer dissatisfaction and a decrease in profits.
Furthermore, disciplinary action against truant employees can cause morale to drop, increasing turnover. All of this can significantly negatively impact a business's bottom line. Therefore, employers need to take a proactive approach to prevent truancy in the workplace.
How Can the Enforcement of Attendance and Written Warning Policies Reduce Turnover?
Maintaining a high level of employee retention is essential for any business to succeed. Unfortunately, turnover can harm a business's productivity and profitability. Fortunately, there are measures employers can take to reduce turnover. One of the most effective strategies is implementing and enforcing attendance and written warning policies.
When attendance policies are enforced, employees understand that attendance is taken seriously, reinforcing the idea that the employer values their time and contributions. By having attendance policies in place, employers can set clear expectations of employees, which can help reduce absenteeism and tardiness.
Employers should also ensure that employees are aware of any written warnings they may receive. Written warnings are an effective way to document any issues with an employee's performance or attendance. Written warnings remind employees that their behavior is being monitored and that there may be consequences for failing to meet standards.
Having a written policy in place also allows employers to be consistent in their management of employees. If the same standards are applied equally to each employee, it is less likely that any employee will feel singled out or mistreated.
Not only can enforcing attendance and written warning policies help reduce turnover, but it can also improve overall employee morale. When employees understand that their employer takes their attendance and performance seriously, they are more likely to be motivated and engaged in their work.
In conclusion, implementing and enforcing attendance and written warning policies can effectively reduce turnover and improve employee morale. By setting clear expectations of employee behavior, employers can ensure that their employees feel valued and motivated to contribute to the business's success.