Categories: Business & Finance

Employee Retention: How To Avoid A High Turnover Rate

March 5, 2016

One of the most challenging parts of running a company involves finding the right team to work with. Hiring the right people can be a tricky task for a number of reasons. New employees always put their best foot forward for the interview, but it is easier to get a better gauge of them after the first few months. Sometimes different personalities clash and other times, the work culture is extremely difficult for some people to adjust to. In order to retain employees and avoid a high turnover rate, think about implementing new standards in the following areas.

Interview/Hiring Process

One of the best strategies involves where an employer finds new hires. Studies show that employee retention increases when the new hire come as a recommendation from a trusted source. The trusted source could either be someone who already works for the company, or someone who knows the company culture well enough to make a solid recommendation. In many circumstances, it is better to look within and find references this way. Once an individual arrives for the interview, consider multiple interviews with different people. If a person decides to stay through a vetting process, there’s a greater chance that person really wants to stay for the long haul and prove they have something to offer the company.

Onboarding Programs

It is important for employers to remember how nerve-wracking it might be to start a new position with a company. When an employee feels welcomed and well-adjusted, this can make a major difference with the success and longevity of their career. In order to make the transition smooth and long-lasting, be intentional about creating an onboarding program that brings new hires in with ease. An orientation process with thorough answers to any of their questions helps to eliminate some uncertainty. Consider making an investment in online employee onboarding software as well. Onboarding software helps to eliminate the cumbersome process of filling out paperwork and can be done from the comfort of their home instead of on company time.


From childhood, it is clear to see that most people respond well to positive reinforcement. While there are many employees who will work in an environment with a lot of tension and stress, this isn’t good for the psyche or general work culture. It is understood that some work environments will be more stressful than others and at certain times. Even so, it is still important to add a high level of positive reinforcement and recognition in those cases.

When people realize their hard work is noticed, they’re more likely to perform better and make the company a better place. If they are constantly passed up for positions and looked over when it is time for pay raises, employees become disgruntled, disengaged, and resentful. When people work hard and show devotion, consistency, and commitment to doing a good job, employers must recognize them. If you fail to do so, employees will leave and find another employer who will. Very few people stay in places where they’re repeatedly unappreciated.

Work/Life Balance

The mindset in a lot of work cultures is that people live to work instead of work to live. This mindset isn’t the healthiest and may be the reason why many people feel overworked and burned out. Within the work culture, employers need to encourage a healthy work/life balance. Paid time off for vacations and sick days should be standard. When people are expected to come to work when gravely ill, this does nothing for the morale for the company overall. Additionally, studies show that when the human body needs vacation periods. Taking time for vacation is very important for the mind to reset and for the body to feel refreshed. When an employee feels rejuvenated, they are more likely to come back and perform at a higher level within the company.

These four strategies are excellent starting points for combating a high turnover rate within a company. The learning curve might be a little steep at first and implementing these tactics might prove to be challenging at times. However for the long run, this process can run like a well-oiled machine and employers can enjoy working with teams that stay around for much longer than three months to six months.

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