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A high rate of employee turnover hurts businesses. It seems that just after have you brought in new talent and showed them the ropes that they announce their plans to leave. This leads to teams having difficulty trusting one another, and individuals scrambling to fill in the “gaps” when positions are left vacant. Planning for the future becomes tough – if not impossible.

If your turnover rates are affecting your ability to compete, your business may be suffering from one or more of the following problems:

Your compensation isn’t competitive.

Higher pay doesn’t always attract top talent away from current employers, but total compensation that is lower than the industry average will frequently lead to staff finding better-paying work elsewhere. If adding a higher salary or paid benefits simply isn’t an option, consider offering solid nontraditional benefits like flexible schedules, telecommuting or remote work privileges, discounts on services or travel, and other options.

Employees aren’t engaged.

Engaged employees are more likely to seek out challenging work, resolve problems proactively, share ideas and solutions with the team, and support one another. Employees who aren’t engaged, by contrast, show higher rates of absenteeism, are less productive on the job, and are more prone to conflict. Improve engagement by improving communication, centering the company’s mission and values, and continually connecting what your people do every day to the goals they help the business reach.

Employees are in the wrong roles.

When employees are in roles that are the wrong fit, two things are likely to occur. If the role is not challenging enough, employees may become bored; if the role is so challenging that the employee lacks the skills to meet it, employees may become stressed. Both boredom and stress lead to disengagement and high turnover. Make growth and development opportunities real, meaningful, and concrete, and assess:

  • Who is in the right role for their skills and goals? Who isn’t?
  • Do we have too many people for the work that needs to be done?
  • Could we solve the problem simply by reassigning staff, or is a reorganization needed?

At SMR Group Ltd, our staffing partners are committed to helping our clients reduce turnover by finding candidates who offer a good cultural fit as well as essential skills for success. Contact us today to learn more about our staffing services for the biotech, medical and pharmaceutical industries.


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