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How To Reduce Turnover, Increase Morale & Productivity - Part 2

Posted by Louis Flory

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12/1/14 5:58 PM

Welcome to part two of our "Reducing turnover, increasing morale and productivity" series. If you have not read the first part, you can find it here. In our last article, we discussed the ways to not approach the goal of reducing your workforce turnover. Let's take a look at what you should do and begin to develop recipes for success to take back to your facility. 

The Do's For Reducing Turnover, Increasing Morale & Productivity

Do revisit your hiring and onboarding processes
Low employee turnover begins with the hiring process and continues into the onboarding phase of new employment. It is critical to interview, review and train candidates carefully. This isn’t just about finding out if they have the right skills for the job or training them to reach production levels. It’s also about understanding then confirming their fit into the company’s culture and employment pool. Having the right skills might allow them to get the job done, but without proper alignment with the company’s atmosphere, it can lead to issues down the road that end with voluntary turnover.

Speaking of onboarding, you may enjoy this article: How a Workforce Staffing Agency Can Improve The Onboarding Experience

Do recognize and reward quality performance
Recognizing and rewarding quality performance is an incredible way to not just reduce employee turnover but also increase company morale. Keep in mind that high performing employees can be rewarded with both tangible and intangible rewards that align with their specific needs and wants. By publicly rewarding high-performing employees, it will encourage all your employees to work harder and increase their production levels.

Do open channels for communication
Managers and high level executives spend a lot of time instructing and delegating their employees. However, you must ensure that the lines of communication are open for your employees to share their experiences, as they have valuable insight into the workings of your business. After receiving useful information, implement them if applicable and be sure to give credit where it is due. When you take time to develop relationships with your employees, while keeping boundaries, you will find that they are less likely to quit and stay where they are valued.

Here's more on communication and why it's important: Management’s Guide To Engaging Your Contingent Workforce

Do address negative influences
While high pressure situations tend to make workers edgy from time to time, ongoing negativity in the workforce can cause an increase in turnover. Addressing negativity head on will not only prevent a turnover surge, but prevent possible violence and poor morale in the workplace. Start by performing a cause analysis to find the root of the negativity while steering clear of taking actions on assumptions. Once you have the data you need, develop an action plan and include multiple departments to ensure transparency if/when changes are made.

This will strengthen your solution in the eyes of your organization by fully communicating any shifts that are coming down the pipeline.

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Topics: Contingent Workforce Management, Production, Workforce Management, Reducing Turnover, Contingent employee development