When high turnover of staff plays into the hands of management

The image of the company, including as an employer, consists of many characteristics (employee turnover, performance indicators, profitability, economic stability), reflecting the success of doing business.

Effective method

From what people say, what "rumors" about the company, the influx of customers depends, which means, the level of profit, and the prospects for development. To maintain a positive image, some companies follow the path of "least resistance": they act through their own team. And really, no one knows the company better than its employees, no one will say about it so much good (or bad).

Of course, not everyone chooses this path. Organizations, and in particular leadership, differ greatly in their attitude towards their cadres. How employees treat the company and the company to them, shows the turnover of staff. Figures do not lie, but also the exact reason for where such a number of layoffs are not indicated.

For the sake of maintaining the image of "good" employers provide not only full social services. Package to their employees, not only adhere to the terms of the employment contract, such as ensuring normal working conditions, but also listen to the opinion of employees, introduce all sorts of social benefits, support in difficult times, create a favorable climate in the team. No one leaves this company, and only good is said about it, even if the services or goods are not of the highest quality.

Causes of staff turnover

The first thing that attention is paid to, for example, checking agencies is the indicator of "turnover". If it is above the average (20%), then dismissals occur constantly, and since it is customary in our country to dismiss only "on their own", it is difficult to understand why the indicator is so high (non-compliance with labor law, low wages, etc.). And auditors do not always need specific reasons: a high indicator means that something is wrong with the company. But if a leader can call a convincing and good reason, without denigrating himself - it will be better than just shrugging his shoulders.

What is beneficial for large players of the market

One large construction company is characterized by high staff turnover, and its management is not at all worried about this indicator, because strategically, in the section "personnel management", the following text is clearly spelled out: "We filter out the worst, advance the best." Working in this company for more than 3 years is considered a huge achievement. And only advance through the career ladder to units (note again - the company is not ordinary, but rather large). Dismissals occur constantly and in considerable numbers, often on "trivial", seemingly, reasons: violation of ethics, departure from the norms of communication with the client (did not offer at least once coffee to the client - was fired). On that and keeps the company.

It is difficult to say unequivocally whether this approach is correct. If management seeks to form a "team" (and by this term, psychologists-practitioners mean a cohesive, efficient team of high-level professionals), is ready for sacrifice (time for adapting new employees, costs), then hard selection is the only right decision. A high turnover of staff is a temporary phenomenon.

Summary

If the organization is focused on further development, has reached a certain level of financial stability, management should monitor employee turnover and reduce high rates. If the company has already achieved a lot, having occupied a large segment of the market, one should think about the formation of the company's image as the only one in its kind, where only professionals work, and the service is always at the highest level. Until the moment when the leadership succeeds in assembling such a collective around itself, we will have to close our eyes to the high rate of "turnover" more than once.

But always, in any situation, you need to remember the reasons and plan measures to eliminate them, in order to launch this plan at the right time. Still, staff turnover "eats" time to find new employees, their subsequent adaptation, causes costs and even knocks down the adjusted course of the firm's activities.