Effective tactics for lowering employee turnover

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To most employers, one of the most challenging tasks is keeping a sensible employee turnover rate. When left unchecked, this can seriously affect operations as continuous recruiting and training can exploit a company’s resources.

How can employers moderate attrition rates across industries? Let’s take a look at what tactics have been proven to be effective to certain employers and see how they managed to lower their employee turnover.

Job interview lasting 22 hours

In an attempt to find the best candidates to join their company, Appster Humphrey along with co-founder Mark McDonald and their staff have gone through an in-depth recruitment process that lasts an incredible 22 hours.

“Not only are we searching for aptitudes for the job, but also behavioral, interpersonal, motivational, work ethic and culture fit,” says Humphrey.

Put scorecards to good use

The hiring process starts with a scorecard which covers a list of the top qualities that they’re desiring to fill a particular role. The hirers will then base on this to set questions for an online evaluation and several rounds of interviews. Proceeding from one stage to another requires the candidate to meet the standards set by Appster.

Marathon interviews lasting for several hours

The next stage involves several rounds of interviews hosted by different members of the team, each of them has been given a specific key criteria that they have to probe the candidate about. Those who are fortunate enough to survive at this stage are put through a stringent background check that aims to test their competencies and aptitude. Finally, before an offer is made, a candidate may be asked to complete a dummy project, which tests their readiness to take up the role.

The process may sound exhausting for both hirers and candidates but Humphrey reports perceiving an 80% enhancement on employee retention since executing the program.

Culture assimilation is of prime importance

Appster’s hiring policies focus on group participation and culture fit. A candidate who can perform the job is not good enough; equally significant is that the potential employee will fit in with the rest of the group.

Unusual boss trains his staff to move on to better jobs

Derek Christian, owner of My Maid Service, has recognized that his company’s high staff turnover was upsetting his business, so he decided to carry out an uncommon employee retention program. He asked his employees to commit to stay with the company for a couple of years; in return they would be provided considerable training which helped them find better and more prestigious jobs elsewhere.

Christian realized career prospects for his cleaners are quite limited. Owing to this fact, plenty of his cleaners aspire to switch to office-based jobs, so Christian decided to give them on-site training and pay for them to enroll in short courses on, for example, desktop publishing and Excel.

This strategy was proven to be pretty rewarding. “Now, there’s nearly no staff turnover. My workers are happier, and so are my customers,” said Christian. Things have turned out well for the “graduates” of the program too, with a few going on to become office administrators and small business owners themselves.

Give employees a chance to grow

This training program reflects people’s intrinsic need for recognition. Christian was able to do it by giving his employees a chance to grow—even if it turns out that his staff would find a better job elsewhere. It’s a risk that has proven to be effective and beneficial for everyone involved.

Head-to-toe transformation

The attrition rates for Philippine BPO companies used to be so awful that a few years ago local BPOs had the highest turnover rate for call centers worldwide—as much as 60% to 80% attrition rate compared to the globally accepted norm of 30%. The high employee turnover was attributed to insufficient training, low salaries and a stressful workload. However, nowadays, the attrition rate for BPOs in the country reaches 20%–the lowest since 2007 and is constantly declining.

Nurture a culture of caring

According to a recent survey, one key factor which accounted for the declining rate is the increase in salaries across the industry. Besides, BPOs now also offer more and better benefits to its employees, which helps their workers fend off the health problems caused by their hectic schedules. By offering employees with programs that are tailored for them, you are ensuring that you always have a healthy and productive workforce.

It’s essential to be aware that you don’t have to be confined by the companies’ approaches in these noteworthy success stories. Take them as a reference but feel free to implement your own tactics based on what works for your company.


要數打工仔們最討厭的返工日常,肯定是開會!排山倒海的工作 + 無窮無盡的會議 = OT無極限!近日就有網民於討論區大呻自己返工8個鐘,竟開足5個鐘會,差點就需於Office度過Lonely Christmas! 樓主開Post分享瘋狂開會經歷,她表示逢星期五都要開1小時的部門例會,但每次都會超時,連午膳時間也被佔用。更悲慘的是,另一場會議緊隨其後,最終樓主直踩兩場會議,完全沒有空檔吃飯。當她以為開會馬拉松終於要完結之際,上司隨即召見商討公事,結束時已是6點。整天下來,樓主完全沒有時間處理公務,最終需OT到近12點才能離開,令她相當崩潰:「搞到我要爭啲喺公司過聖誕。」 一眾網民紛紛表示同情,亦有人「同病相憐」:  「平安夜都要喺公司過⋯⋯慘!」 「開聖誕聯歡會?開咁耐⋯⋯」...
一場疫情,顛覆了全球打工仔的工作型態,在家工作、混合工作模式等愈趨普遍,是否意味着未來職場還存在許多變數?最近,有位網民就於討論區發起有關香港實行4天工作制可能性的討論,你又覺得可行嗎? 樓主是一名建築公司的HR,他分享早前與老闆談及有關4天工作的新聞,老闆著他研究公司實行的可能性。樓主認為建築公司的工作時間本來就不固定,加上現時已轉為彈性工作時間,員工可自由安排上班時間,所以實行4天工作制對公司影響不大,應該可行。但樓主又表示:「我調轉諗諗,其實係香港好難有工可以返4天工作」,續問廣大網民:「大家覺得自己份工有冇咁嘅可能?」 普遍網民都認為,香港要實行4天工作制怕是不可能之事: 「呢度喺香港,可以唔使討論」 「我相信冇話唔得,不過要睇下係乜嘢工種」、「香港大多數係服務性行業,你5天工作都已經難,何況4天?」 「冇乜可能,香港人搵錢至上」 「絕對可以,但人工減半」 「其實都無話唔得嘅,問題係你老闆可以嗎?」 「4天工作唔係問題,個問題係你可唔可能係4天工作下做完自己嘅工作量」 (按此看原po)...
Quit U投身餐飲開咖啡店,本已跌破世俗眼鏡,有個90後女生還要再打破咖啡配意粉的定律,「我不會給退路自己。當好想好想做到時,就只可以向前衝。」頂着一頭型格金髮的Ivy有着緩慢柔和的聲線,但說出這話時很堅定。最後真的給她衝出一條路,養到一個團隊,而且原則仍能堅持:「如果沒了初心,那就只是搵錢而已。」 ▪ 想從事「cafe」有關嘅行業?即刻撳入嚟睇睇! ▪ 「沖」破視障界限!咖啡師靠聽覺手感沖調拉花:真想做便會出盡力 「如果留退路,就不會盡全力」 離地鐵站10分鐘步程的一個屋苑巷子裏,有一面素淨的牆,一棵油綠的盆栽靜靜地呼吸着。7年過去,Ivy仍在默默做好所愛的咖啡、麵包。那種熱愛,還強到讓她當年即使設計學科已讀到最後一年,仍毅然Quit U。「當時在朋友的咖啡店做兼職,愈做愈鍾意——很喜歡咖啡和麵包那種時間蘊釀後,帶來很多不同變化的感覺。」慢慢萌生了開店的想法,但學業與事業難以兼顧,又眼見設計行業總要聽命客人,做不到心中所想,知不會入行,就決定放棄學位。 「屋企人都會想我有張畢業證書在手,有個保障。但我覺得如果每樣東西都留退路,就不會盡全力。」而且她一心就是想做咖啡業,畢業與否不算重要,「又覺得當時咖啡行業正興起,如果不把握時機,到所有人都在開,成功機會就又低了。」...


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