Job circumstances, tools and processes can be an indicator of job satisfaction. Let's look at some reasons for high turn-over.Jacob, a Contrax client, called us up recently to help stop his employees from running off a cliff like a bunch of lemmings.One after the other, they headed to the doors overtime to find greener pastures. Together we worked through why he was losing employees, including good ones.
“At first, I began to think it was that there was toxic drama behind the scenes,” Jacob said. “However, once our level-headed, high-performing workers started handing in their notice, I really knew something fishy was going on. We asked folks if there was tension between employees and if that was why they were leaving, but they said no. That’s when I called up Contrax to get their help.”
So, what was going on? Good employees don’t just say sayonara for no reason. Well, with our experience in helping many clients retain their workers over the years, we’ve come up with the following key triggers of such an unwanted phenomenon. Take a look.
We know, you can’t set wages high without putting your profit margins at risk, but there’s a fine line to straddle because when you look at the true cost of replacement, it may be worth adding a few cents an hour to your employees pay packet to keep them happy. You want to be certain that you’re being competitive-yet-practical. Your goal as a business owner is to keep those who perform well and contribute to your growth, so be sure to examine the median wage and be willing to accommodate it. After all, why would your workers stay if the guy across the street is offering the same job for higher pay, possibly with more perks and incentives on top of that?
This is a game you have to keep batting your hardest in order to avoid sitting on the sidelines.
Job circumstances, tools and processes can be an indicator of job satisfaction. For example, do you have outdated equipment and administrative processes? Are you stuck in 1976 when it comes to adopting modern alternatives to your temp processes such as manual timecards and invoicing? It’s great to save money and operate under the “if it’s not broken, don’t fix it” mantra, but have you taken a long hard look at how much time, paper and errors are caused by manual processes? In other words, what if modernizing your processes and workplace environment didn’t cost as much as you had previously thought? This is why working with a Vendor Management System (VMS) is a great step to take; folks like us at Contrax can articulate the benefits of incorporating a system like this in your business.
In addition to a VMS implementation, consider a full review of your on and offboarding process so your new hires and leavers are made fully aware of what to expect when they get to work and when their contract is over with you. Also, find ways to be open and accept feedback – open door Leadership sessions and instant feedback are great at achieving such a supportive environment and your employees always know where they stand with you. When employees do leave – it happens – exit interviews with a third party work to identify the true cause are critical. Use this data to establish which processes and aspects of working at your company need continued refinement!
If you’re struggling to figure out why good temp workers are giving their notice, work with experienced professionals via a neutral Managed Services Provider (MSP) to help pinpoint the cause. There’s a lot of potential in your company – the trick is figuring out how to unlock it!
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