There are many reasons why a company can have high turnover rates. Still, no matter the cause, it tends to reflect negatively upon an organization as a whole. Turnover typically refers to the number of employees that leave a corporation voluntarily or involuntarily on a monthly basis. While there should be a normal amount of turnover at every company, increasing levels can indicate if something is wrong with leadership, hiring, or onboarding. Read on to discover ways to reduce turnover rates at your company.

Recognizing Achievements

Nothing is more damaging to an employee’s work quality and consistency than an organization that does not recognize those efforts. Recognizing employees for exemplary work is one of the simplest and easiest ways to reduce turnover and increase worker happiness. Employees will likely stay with an organization when that company consistently rewards and recognizes phenomenal efforts and work.

Hiring the Right People

One of the best ways to reduce turnover rates at your company is to ensure you hire the right people, but how does that work? Hiring is often a drawn-out process that relies heavily on gut feelings and résumés that rarely depict a person accurately. That is why many companies are turning to predictive analytics to help improve hiring. Predictive analytics first gathers data from the top-performing employees at a company. HR can then utilize that data as a cross-reference when hiring to find the best potential employees.

Monitoring Leadership

Leadership can be as detrimental to the growth of employees as it can be beneficial. We can never underestimate proper leadership’s effects on a workforce. Often, an overbearing or overly meticulous leader can cause employees to feel unhappy with their jobs, prompting them to leave. Everyone has different management styles, which is important, but leadership should ultimately help employees do their jobs, not be detrimental to them.

As such, you must monitor leaders at the company and note any areas facing above-average turnover rates. Moreover, prompt employees on each team to offer anonymous feedback on what they think about their team leader. When you identify that your increased turnover rates are coming from leadership, you can rectify it.