How To Address Attrition Today Before It's Too Late
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What To Do When Turnover is Becoming a Problem

Oh Turnovers…

It is always stressful dealing with turnovers. Whether it’s a good attrition or bad, having to back fill and go through the interview process, re-training, on boarding, ramping the employee’s productivity etc. is not a walk in the park.

This is even more stressful if the main reason for turnovers are due to dissatisfaction of the employee.

Now, it’s not imperative that we please everyone but as a leader, it’s important you at least understand what is causing the dissatisfaction of your team so you can address them.

 Attrition is a fact of life in a company, but it becomes a problem if measures are not put in place to address opportunities for improvement. 

Part of leadership is to get ahead of potential problems and attrition is one of the key indicators of a company’s longevity and health. If managed well, the company would have addressed problems proactively and in the long run, better manage cost and outcomes.

Here are a few suggestions on how to deal with turnovers especially if it’s becoming a problem at work and is starting to impact the team or company.

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How To Address Attrition Today Before It's Too Late
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1. Check on the team’s overall satisfaction

Sounds straightforward enough. Nope, not that easy.

As a leader, it’s important that you have a good grasp of the pulse of your team.

Asking if everyone’s okay may not be the best approach because people tend to just say “I’m fine,” or “Everything’s okay.” when it’s not the case.

Be creative in truly getting to know the team’s satisfaction.

Have a round table with coffee and donuts and start conversations. Involve key influencers in the team and have a conversation of what are things that affect the team or something you can help the team with.

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These efforts may be mundane, but it will do the trick in understanding your team’s overall satisfaction at work without having to be too formal on gathering data.

If round tables don’t seem to be a good approach, then try an anonymous survey. This will help open the team in trusting that you truly listen and are not out to head hunt.  

Don’t know what to ask in the engagement survey? You can read through my e-book and get a good grasp on what to ask and how to measure it. It provides tips and tricks on how to conduct surveys, timing or roll out and even the calculation.

Get it here.

2. Check on the “real” reason why people are leaving.

What I’ve experienced is that the reasons why people leave can sometimes be misleading. We can never really know what the real reason is why people leave but there is wisdom in truly understanding the root cause.

If the intention is to come up with ways to improve the team or company overall, then understanding what’s fake and real can go a long way.

It’s still true what they say that “people leave bosses, not jobs”.

So, as a leader, understand your behavior closely.

Be mindful as it affects the team’s engagement, morale and overall satisfaction.

3. Conduct regular catch up

These can be formal one-on-ones or informal coffee sessions with your team.

However you want to do it, make sure you do it consistently. Work deliverable can get in the way so make sure to schedule it ahead of time.

This is also a way to manage your team’s expectations of you and can help in managing brewing issues under your nose.

4. Build an Early-Warning-System process

This process is a proactive initiative in identifying each person’s level of engagement with the team and the company. This can be assessed weekly or monthly depending on your team’s turnover gravity.

This is an effective way to get ahead of attrition and how to truly understand engagement.

How it works is that you identify if your team members are either in the Red, Amber,  or Green. Here are examples of the descriptions to help you in identifying your team’s engagement level.

Team Engagement Facts:

"Companies with engaged employees see 233% greater customer loyalty and a 26% greater annual increase in revenue" - Aberdeen


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              Red – Employee has exhibited several behaviors of discontent and is in danger of attrition. Examples: habitual absenteeism or tardiness, unresponsive to communication (email or text), misses deadlines, aggressive with team members, does not participate and is negative towards others, initiatives, company events etc.

              Amber – Employee has exhibited some behaviors of discontent and is slightly in danger of attrition. Examples: Some degree of absenteeism or tardiness, suddenly disengaged and uncooperative, starting to miss productivity expectations. Starts to pushback unnecessarily.

              Green – Employee is fully engaged. No tardiness or absenteeism. Always ready to help and do more for the team. Shows initiative and enthusiasm in doing the work.

Here’s a working example to help you envision:

Name of Employee

Month 1

Month 2

Month 3

Employee 1

Red

Amber

Green

Employee 2

Green

Green

Amber

Employee 3

Red

Red

Green

Employee 4

Green

Green

Green

Depending on each employee’s level of engagement, you create action plans to address behaviors that have been critical to your determination.

For example, if the reason you gave “Red” for Employee 1 was due to habitual absenteeism then make sure to address the repetitive behavior in your coaching sessions.

5. Build a reliable Team Engagement Program.

There are so many reasons why an engaged team can give you so much more than you can imagine. Check out the quote below:

“Employee Engagement Programs can increase profits by ~$ 2,400 per employee per year” -  Workplace Research Foundation

If you’re serious in increasing your company’s profits, then get on building a reliable Team Engagement Program.

This is why I wrote this book.

It’s for leaders who truly want to make a difference in their team’s careers. It’s designed to help you to build a Team Engagement Program that you can truly rely on.

More importantly, it is not a nice-to-have.

It’s a motivation boosting, attrition controlling initiative that not only gets you back on track on achieving results but also addresses deeply rooted issues of the team that’s killing productivity and morale.

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These 5 Career Tips can help you address turnovers in your team ASAP. While turnovers are a part of life in any company, controlling it and making efforts to influence the team’s engagement can go a long way.

Part of leadership is being able to influence behaviors that will affect long term success of the company. And as a leader, it is your hands to make things better for your team in small ways.

These small steps will eventually bring morale up and ultimately, bring in loyalty and respect in your team.

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About Daisy Casio

Daisy Casio is a Passionate Operations Leader with over 16 years of work experience in various leadership roles. She has run diverse teams in multiple locations and has built teams from the ground up. She is the Founder of ChampLeaders Blog dedicated to transforming leaders to Champions. She writes about leadership, management, productivity, career tips, team engagement and many more. 

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