Comments on: How to Influence High Employee Turnover

By: Todd Stubbings

Todd Stubbings — Wed, 24 Aug 2016 22:16:09 +0000

In reply to Peter Eastman. David, excellent article (I love this book/website/resources) and excellent additional comments Peter Eastman, couldn't agree more.

By: David Maxfield

David Maxfield — Wed, 24 Aug 2016 16:49:35 +0000

In reply to Just A Mom. I agree 100 percent! Childcare is both too expensive for many to afford and pays too little to those who provide it. It is a societal issue that many societies have addressed quite successfully. I guess the political/social challenge is how to best combine government, business, community, religious, and other solutions. I don't think there is a single best solution. But there are many examples of countries, businesses, and communities that have made great progress. We should be learning from them.

By: Lance

Lance — Wed, 24 Aug 2016 15:35:50 +0000

Whether you recognize it or not, your organization is a training ground for current and future employees as they progress along their career path.
Accept it and embrace it.
Use it to attract new employees.Tell new (and old employees) that you understand that they may seek other jobs that provide more of what motivates them (higher wage, better fringes, health care ?); and find ways to assist them in this endeavor. Find ways to show them that the training and experience that you give them the opportunity to experience will help them in their quest for better jobs in the future.
For example, give them references based upon their performance while in your employ; and let them know that is what you will do when the time comes that they want a reference.

By: David Maxfield

David Maxfield — Wed, 24 Aug 2016 15:06:32 +0000

In reply to Peter Eastman. Peter, those are excellent ideas. I always look forward to the suggestions you add to our columns. Very insightful.

By: Peter Eastman

Peter Eastman — Wed, 24 Aug 2016 14:45:14 +0000

In addition to these very thoughtful and helpful suggestions, I would like to add some additional battle-tested ideas:
1. Let applicants know upfront what the wages are and what the outlook is for increases. this will filter out some folks who simply won’t stay for that.
2. Look at the characteristics and motivations of your longstanding good to high performers, and start screening your applicants to look for those same characteristics and motivations. You are trying to find clones of your best folks.
3. Involve your best folks in both the interview/evaluation process, and in the mentoring/training/orienting process. Getting your new folks next to your best folks can help ignite that passion for the job you desperately need.
4. Start an student rotation program with a local technical school. You might get some great hires from people who have been exposed to the good work you do as part of their schooling.
5. Look at your turnover time – is there a critical moment when people make the decision before their love of the job kicks in? Talk to your budget/HR folks about ‘Stay pay’ – a few hundred dollars bonus that keeps people in their seats past that time; it may extend your time between resignations, and it may give people time to learn to love you!
6. Create a volunteer program. Volunteers can’t replace paid workers, but they can support the work your paid folks do, add more passion, and give some diversity to the interactions your patients receive.

By: Kurt

Kurt — Wed, 24 Aug 2016 14:19:55 +0000

I think it’s also important to focus on training as well. Are there gaps in training such as a dedicated trainer or mentor, a training manual, and ongoing feedback? Does the work environment help them feel open to address issues or question why age old processes are done the same way today? Training can be a solid foundation for helping an employee feel welcome and prepared for the job ahead.

By: Just A Mom

Just A Mom — Wed, 24 Aug 2016 14:11:09 +0000

While I agree with all of the suggestions, the real issue in childcare, in particular those who have special needs, is pay. I know this first hand, being a mother of a brilliant, kind, engaging child full of laughter, fun and life, who is sadly confined to a 350 pound motorized chair. No matter how much someone loves working with our precious children, they still have to pay bills and make a living and in this jobs simply cannot afford to do so. This is a much greater societal issue. We live in a society that spends 100 x more for pornography than what they are willing to spend on childcare providers. One that devalues those in need and those who care for them. One that has lost its humanity.

By: Steven Chamblee

Steven Chamblee — Wed, 24 Aug 2016 14:10:09 +0000

Great response. Turnover is inevitable at low-paying jobs, but they are often fantastic learning experiences, and employees can form bonds that last decades. Having an inspiring and influential boss can make a big difference in how the crew views this chapter in their lives…and their future.

Nice job, Mr. Maxfield!