Turnover is no fun. Various studies show that the cost of turnover is anywhere from 30% of the employee’s salary up to 5 times their salary! (Depends on their level in the organization) Not to mention all the intangible headaches of filling the gap.

Scouring around the internet, there are many suggestions on how to reduce turnover. I want to suggest three one-time actions that could make a drastic difference:

Use assessments for hiring. You can use validated tests to deeply understand a person’s behavioural wiring, motivations, and soft skills related to work. The point of assessment is to scientifically find a right fit. Have you considered building a job benchmark for the kind of person you want for specific roles?

Showing your new employees how they fit in the mission of the organization. Many organizations train their employees to learn about the mission, vision, and values of the company. They forget to show their interest in the employee. Consider using an onboarding interview to get to know the new employee’s hopes for their future in the organization and help them come up with a plan on how to get there. Show them why they were chosen based on their assessments and interview.

Training managers to know how to engage with employees. Not everyone is driven by the same things or respond to the same communication styles. That is why managers need to be trained to understand each member of their team. For example, if your managers are trained to understand and use DISC assessments, they could use their member’s preferred communication style to reach them. Or if they have the same knowledge using the 12 Drivers assessment, they would know how to cater to what motivates them.

There are many other ways like updating compensation and giving flexibility for work/life balance. But the three mentioned are one-time actions with long term positive effects.

Need help with that? Why don’t you reach out to get a free assessment on yourself to test out the value it could bring to your organization!