When employees seek support regarding any of their daily employee needs, their supervisor is their go-to source. First-line supervisors drive no less than 50% of turnover and 70% of engagement. Research and data support that if the boss is seen as trustworthy, the number of reasons to leave diminish significantly, including leaving for pay.
In a Forbes article, a manager shares the story of losing a top employee unexpectedly. The question arises as to why this happened, but by the time it's asked, it's already too late. This scenario is all too familiar for many managers who have experienced employees leaving without warning.
Two hours in the day matter more for turnover than any other hours of that day. Those two hours are the ones immediately after work ends, regardless of each employee’s schedule or shift. The hours when we review our day.
Is it just a coincidence that the worst managers usually blame their employee turnover on pay? Not enough staff? HR recruits ineffective workers? That leaders see employees’ reasons for leaving as every possible one but themselves? I think not.
The answer is “yes”, according to a new SHRM study that covers the overall impact of managers on employees’ mental health.
What is the best two-word description for recruiting today? Doom Loop “a painful cycle of decline”. The recruiting doom loop can be overcome with proven smart retention practices.
CVS and Walmart announced last week they would cut pharmacy hours “in the midst of a pharmacist shortage.” There is a “canary in the coal mine” situation happening here.
This discussion should be especially interesting for anyone charged with reducing turnover. First, We Should be Calculating Turnover as Dollars Not Percentages Our company’s Finnegan’s Arrow model is the spine for each of our retention solutions. It’s the starting point…
The Predictive Index asked over 200 CEOs “Do you believe “The Great Resignation” is over?” Their responses were shocking and conflicted mightily with the conclusions of many respected economists.
How would your CEO rate employee turnover as a priority? “Very important” is easy to say…and easy to see. But the question is precisely how much does employee turnover impact every single aspect of our businesses? The answer to this question is critical because each organization determines how committed it is to cutting turnover.