Subscribe To Our Blog

Is High Staff Turnover Giving You Nightmares? Here’s How to Fix the Problem For Good
Insights From Mettl Company Insights

Higher staff turnover happens for three major reasons:

  • Hiring the wrong people, wherein an organization hires someone who lacks the competencies to perform a role to its satisfaction
  • Cultural Mismatch, wherein employees face a tough time adapting to the people or the organizational processes.
  • Better opportunities in terms of pay, employee benefits or vertical growth

For mitigating each one of the reasons, there can be a corrective plan that can be implemented immediately or a preventive measure that works in the long run. Let’s explore the plan of action for each of the reasons mentioned before:

 

When You Hire the Wrong People

When Culture Fitment is the Issue

When Employees Seek Better Opportunities

Corrective

Revisit Your Hiring Process From Scratch

Ask for issues giving an impression of a toxic company culture. You can also deep-dive into specific instances that are hurting employee morale or indirectly forcing them to leave.

Ask employees the kind of benefits they are looking for. A higher salary? Better perks and benefits? A certain position?

Preventive

Set the right competencies for the role, leverage assessments to judge domain skills, learning agility and personality traits.

Seek active feedback via anonymous employee surveys about the fallacies in the work culture, the pain points and the possible measures to fix the issue for good.

Perform a salary benchmarking according to know whether people in your organization are rightly compensated in line with industry average. This exercise will also reveal what competitors are offering and based on that data, you can tailor your salary and benefits structure for valuable employees and keep them for long.

When You Hire the Wrong People

Corrective: There’s no instant fix and you are bound to revisit your hiring process

Preventive: You can design a scientific, data-driven hiring process that has the right competencies to succeed in the role, a structured interview process and using assessments to judge the domain skills, mental agility and personality traits to excel.

When Culture Fitment is the Issue

Corrective: Ask whether a particular instance or remark has sabotaged their confidence and arrange a one-on-one session to understand the problem, followed by assuring a fix immediately to win back trust. You will also get insights whether your work culture has become toxic and then, you can plan accordingly.

Preventive: Seek active feedback via anonymous employee surveys about the fallacies in the work culture, the pain points and the possible measures to fix the issue for good.

When Employees Seek Better Opportunities

Corrective: Ask employees the kind of benefits they are looking for.  A higher salary? Better perks and benefits? A certain position?

Check what best you can do for them to reconsider their decision of leaving.

Preventive: Perform a salary benchmarking according to know whether people in your organization are rightly compensated in line with industry average. This exercise will also reveal what competitors are offering and based on that data, you can tailor your salary and benefits structure for valuable employees and keep them for long.

Topics: Culture

Originally published September 04 2018,updated November 18 2019

Have your own any insights to share?

The Digital Dilemma: Expert Tips to Improve Employee Engagement in a Virtual Workplace
NEXT BYTE

Visit The Mettl Blogs

Talent Hub

Make better people decisions.

Tech-Talent Hub

Insights & strategies for recruitment, training and development of your tech team

Assessment Technology

Learn how technology is revolutionizing examinations, certifications and assessments