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To reduce staff turnover, businesses need to implement strategies that address both new hires and long-term employees, focusing on minimising unwanted and unplanned resignations.

Reducing the turnover of new staff

High turnover among new recruits often signals issues with recruitment or onboarding. To address this:

Recruitment and selection process

• Ensure job adverts accurately describe the job role.
• Use selection tests to identify suitable applicants.
• Avoid hiring overqualified staff, as they may quickly become bored and leave.
• Do not rush into appointing anyone to fill a vacancy.
• Be clear about the role and evaluate candidates based on job-related criteria.
• Attract top talent by showcasing company benefits during the hiring process - see employee value proposition.
• Coordinate with hiring managers to set clear expectations for new hires.

See taking on staff.

Staff induction or onboarding

• Develop a comprehensive induction programme that gives a holistic view of the business.
• Involve existing staff in the induction process to share what new hires need to know.
• Encourage team members from different departments to explain their functions to new recruits.
• Foster an environment where new hires feel comfortable asking questions and seeking help.
• Ensure new staff are not overwhelmed with work during their initial period.
• Provide a warm welcome and clear expectations from day one, including access to necessary technology, resources and training.

See induction programme: what to include.

Job training

• Gradually introduce new recruits to tasks without overwhelming them.
• Implement a 'buddy system' to pair new hires with experienced staff for on-the-job learning.
• Line managers should monitor the new recruit's progress closely.
• Give new hires meaningful and challenging tasks with guidance.

See staff training.

Reducing the turnover of longer-term employees

Retaining experienced staff requires addressing wider issues like company culture, organisational structure and management style. The following methods may help reduce turnover amongst longer-term staff:

Management 91Ï㽶»ÆÉ«ÊÓƵ and leadership

• Support staff to make them feel valued and motivated.
• Provide clear leadership so employees understand the business direction and their contribution to it.
• Regularly check in with employees and recognise their contributions.

Business culture

• Promote a positive and inclusive business culture that fosters trust, communication, and appreciation for feedback.
• Encourage diversity, equity and inclusion to create a workplace where all employees feel valued and have equal opportunities.
• Ensure clear communication and consultation to engage staff and prevent rumours.

Employee empowerment and feedback

• Allow staff to make some decisions, fostering trust and engagement.
• Regularly thank staff for their good work to show your appreciation.
• Establish clear channels for staff feedback, enabling them to raise concerns and suggest improvements.
• Listen to employee concerns to ensure their opinions are valued.

Pay and benefits

• Ensure pay rates are fair, competitive and regularly adjusted to market standards.
• Offer comprehensive benefits packages, including health insurance, retirement plans, paid time off, and other incentives.
• Consider offering individual or team productivity bonuses and performance-related pay.

Work-life balance and flexibility

• Support employees in achieving a healthy work-life balance through flexible working policies, such as remote work, compressed hours, or flexi-time.
• Encourage disconnecting after hours and honouring holiday time.
• Provide training resources like time management workshops and stress management seminars.

Training and development opportunities

• Invest in staff by providing time and opportunities to learn new skills.
• Offer clear pathways for career development, including promotions, mentoring, and coaching.
• Encourage internal mobility and prioritise internal candidates for open positions.
• Provide individualised development plans based on performance reviews and career aspirations.

Performance management

• Regularly review staff performance, provide feedback, and identify areas for improvement.
• Link employee objectives to overall organisational goals to help staff understand their contribution.

Working environment

• Ensure suitable and safe working conditions, including workspaces, facilities, and rest areas.
• Introduce variety into job tasks to maintain staff interest and motivation.
• Allocate resources optimally to match skills and interests, avoiding disengagement from under or over-qualified employees.

Discipline and grievance

• Have proper, effectively applied disciplinary and grievance procedures in place.