So if these are the main reasons why people leave what can you do now to reduce turnover:
1/ REVIEW YOUR HIRING PROCESS
Hiring right the first time is important. Is the person qualified for the role and do they understand exactly
what the position is? Are they aware of what the responsibilities and daily duties require upfront so they
are not disappointed once they arrive and find out what they are doing? Are you asking the right questions
to determine if this new person will fit the current culture of your office and team?
2/ SPEND TIME COACHING AND MENTORING
Employees crave one-and-one time with their leaders and
feedback on their performance. They want direction and
guidance as well as constructive feedback on what they
can do to grow and improve. Managers often get so caught
up on operational tasks they forget how important being
a manager and coach is to their team and individual
performance. Schedule today to give dedicated time
to each employee.
3/ TRAIN ON NEW SKILLS
Employees who are growing and learning in their roles
still feel like they are advancing. They feel empowered to
do their jobs well and confidently which is important to
their overall output in an office. When an employee feels
they are contributing to the overall performance of an
organization they feel more connected and involved.
4/ WORK/ LIFE BALANCE
It’s all we hear about these days that employees are feeling
overworked and undervalued. Let’s face it, everything in
life has sped up so we all feel like we are running around
more than we ever have. Try to find ways to ensure that
your employees are not working more than their scheduled
time and that you have adequate staff on for the work shifts
and work load. Maybe also try to find an opportunity to
reward staff with a staff retreat or a ½ day off instead of a
monetary bonus.
5/ RECOGNIZE AND REWARD
Money isn’t always a top motivator, you really need to find
out what motivates each employee as they are all different. Recognition is one thing everyone appreciates. When
you hear that you have done a great job, you want to hear
it again and again. Rewards also don’t always have to be
financial. Sometimes even a small reward can have a huge
future impact as the employee enjoyed the act of being
rewarded almost more than the reward itself.
At the end of the day, leaders hold the power to make life
better for employees from telling them how much they are
appreciated to giving them a more flexible schedule. It is
going to get harder and harder to find good, qualified staff
in the future so start retaining your good ones now.
Trudi Charest is the Co-Founder of 4ECPs, a business resource company for eyecare professionals. 4ECPs has three
divisions, jobs – training – marketing. Check out their website at www.4ECPS.com or email Trudi at [email protected].
Optical Prism | November 2016 21