When high turnover plays into the hands of the leadership

The image of the company, including as an employer, consists of a set of characteristics (turnover, productivity, profitability, economic stability), reflecting the success of the business.

Effective method

From what people say, what is “a rumor goes” on the company, depends on the influx of customers, and hence the level of profit and prospects. To maintain a positive image, some companies are going the way of "least resistance": act through their collective. And really, no one knows better the company than its employees, nobody will tell you about it is so good (or bad).

Of Course, not all choose this path. Organizations, and in particular user, very different attitude to its staff. How employees relate to the company and the company to them, shows the staff turnover. Numbers don't lie, but the exact reason why this number of layoffs, is not indicated.

For keeping the image “good” employers not only provide full social. package to their employees, not only adhere to the terms of the employment contract, such as providing good working conditions, but also listen to the opinion of employees, impose various social benefits, support in difficult times, and create a positive climate in the team. From a company no one goes, and talk about her only good things, even if services or goods are produced not of the highest quality.

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Causes of employee turnover

The First thing that you notice, for example, controlling authorities – on the record “turnover”. If he is above average (20%), then layoffs happen all the time, and because in our country it is customary to dismiss solely “on their own”, it is difficult to understand why the figure is so high (lack of respect for labour rights, low wages, etc.). And auditors and not always need a specific reason: high rate – mean that the company is wrong. But if the leader can call a convincing and compelling reason, not denigrating ourselves – it will be better than just shrug my shoulders.

What is beneficial to large players of the market

One major construction company has a high turnover of staff, and its leadership does not bother this figure, as in the strategic plan, in the section "managing personnel" is clearly spelled out literally such a text: ‘keeps out the worst, promote the best”. To work in this company more than 3 years is considered a huge achievement. And to move up the career ladder only a few succeed (note again – the company is not an ordinary but quite large). Layoffs happen constantly and in considerable quantities, frequently in the “trivial”, it would seem, reasons: breach of ethics, departing from norms of communication with the customer (not offered ever coffee the customer – fired). And held by the company.

It is Difficult to answer, whether this kind of approach. If the leadership is committed to the formation of a “team” (and this term is psychological practice understand a cohesive, effective team of professionals of high level) ready to sacrifice (time for adaptation of new employees, costs), then the tough selection is the only solution. A high turnover rate is a temporary phenomenon.

Summary

If the organization is focused on the further development, has reached a certain level of financial stability, management should monitor staff turnover and to decrease. If the company has already achieved a lot, occupying a large segment of the market, you should think about forming the company's image as one of a kind, staffed exclusively by professionals and the service is always at the highest level. Until the moment when leadership will be able to gather around him a team, have no time to close my eyes a high number of “turnover”.

But always, in any situation, you need to remember the reasons and plan measures for their elimination, at the right time to start this plan. Still, personnel turnover "eats" time searching for new employees and their subsequent adaptation raises costs and confuses even well-established course of activities of the company.