Can Stay Interviews Cut Turnover for Temporary Help, Too?

Cut Temporary Help Turnover

First the facts. Stay Interviews helped cut temporary help turnover by 39% at an average savings for each employee of $7,300, saving their company $810,300 in 2019. The company is United Facilities which manages many of the massive distribution centers you see on the sides of interstates, wherein forklift drivers are essential employees who can be difficult to find and retain.

Is Temporary Help Even Still a “Thing” During “The Great Resignation”?

One must pause to ask who wants to be a temporary worker in today’s economy when high pay and good benefits abound? That answer is, “many.” Many workers, now more than ever, value their independence to such a level that retaining them…and helping them reduce their absences so they don’t fire themselves…is a top-flight challenge.

“The Great Resignation” is About More than Pay

The Wall Street Journal reported on an Upwork study telling us more about freelance workers.[i] That group is rapidly expanding with the carrots being more money, flexible hours, and control of the type and amount of work they perform.

What are the greatest motivators? Eighty percent said control over schedule while 73% indicated location flexibility.

Initially C-Suite Analytics’ work with United Facilities covered three locations in three different areas of the U.S. We initially targeted full-time United Facilities’ employees where we helped cut turnover by a range of 39% to 58%, cutting costs and improving production metrics.

Then savvy topside leadership driven by HR Director Renna Bliss elected to take on turnover for their temporary workforce who are most interested in control and independence of their schedules. Could Stay Interviews be as effective for retaining them?

Stay Interviews are just Part of the Solution

Stay Interviews were and continue to be a crucial part of our solution, but they are joined by asking leaders to achieve two retention goals, one for all turnover and the other for 60-day new-hire turnover, and also to forecast how long employees will stay. It is these two metrics, goals and forecasts, that drive each individual supervisor’s attention and commitment to conducting Stay Interviews with their teams, and therefore learning each employee’s needs and then solving them.

For all employees…full-time, part-time, temporary, or on the c-suite level…the number one reason they stay or leave, or engage or disengage, is how much they trust their immediate supervisors. With United Facilities smart help, we’ve proven temporary employees are just the same and can be retained, even during these times.

You Can Cut Turnover by 20% or More, Even with Temporary Employees

Schedule a conversation with me at DFinnegan@C-SuiteAnalytics.com to discuss your employee retention roadblocks and I’ll share ideas for how you can move forward and what is working for other companies to cut turnover by 20% and more, even during “The Great Resignation” that may benefit you.

[i] https://www.wsj.com/articles/people-quit-full-time-jobs-for-contract-gigs-and-make-six-figures-great-resignation-11647291183?mod=newsviewer_click

Related Posts

4 ways to cut new hire turnover
Four Proven Ways to Stop New-Hire Turnover
It is possible that many companies think early turnover is just “the cost of doing business.” My recent work with the U.S. Census Bureau makes clear that there are fewer new workers coming our way, so I think it is time that we get a lot smarter about who we hire and how we retain them. Here are four ideas that I promise will work because if you don’t address it now, turnover may just cost you your business.
The Blatant Unfairness of Retaining Poor Supervisors
The Blatant Unfairness of Retaining Poor Supervisors
When I speak at HR conferences, I often ask the group to raise their hands if they know who their worst five managers for turnover and engagement are. The great majority immediately raise a hand. So your worst performing managers are well-identified and are known to those who rank both above and below them.
Referral program employees fist pump
Looking to Increase Employee Referrals? Try This Radical Approach
Employee referrals are 4Xs more likely to be hired, save companies over $7,500 per hire, perform their jobs better than their peer employees…and most importantly for our purposes, stay longer. The fact is that gaining employee referrals matters especially in industries where good candidates can be rare.
Back To Top