How Do Human Resources Managers Overcome Periods of High Turnover?
HR Interviews
How Do Human Resources Managers Overcome Periods of High Turnover?
Navigating through periods of high turnover can be a daunting challenge for any organization. We've gathered insights from CEOs and HR leaders who have faced this issue head-on, sharing their wisdom in five key lessons. From selecting better leadership for training to engaging employees and creating career paths, discover the strategies that helped these leaders transform turnover turmoil into triumph.
- Select Better Leadership for Training
- Address Root Causes and Improve Retention
- Invest in Employee Development and Satisfaction
- Cultivate Team Well-Being to Reduce Turnover
- Engage Employees and Create Career Paths
Select Better Leadership for Training
We realized that two of the top trainers in management weren't really focused on their job and had other aspirations. Most of the people they trained resulted in turnover. We learned how to choose better people to lead and train, which resulted in the best workforce we have ever had.
Address Root Causes and Improve Retention
During a high-turnover period, we focused on understanding the root causes, like job satisfaction and work-life balance. By engaging with our team through surveys and meetings, we improved our retention strategies, emphasizing better communication, career development, and recognition.
A key lesson learned was the importance of actively listening to and addressing employees' concerns, fostering a supportive and inclusive workplace culture. This proactive approach not only reduced turnover but also enhanced our company's reputation as a great place to work.
Invest in Employee Development and Satisfaction
During a challenging phase at Empathy First Media, with high turnover, I focused on understanding the root causes. We conducted exit interviews and realized the need for clearer growth paths and more engaging work. By implementing mentorship programs and enhancing job roles for greater creativity and responsibility, we turned the tide. The key lesson was clear: Investing in employee development and satisfaction is crucial. It transformed our culture, reducing turnover and fostering a committed, innovative team.
Cultivate Team Well-Being to Reduce Turnover
During a challenging period of high turnover within my natural wellness advocacy, I focused on fostering a culture of holistic well-being, not just for our audience but also for our team. I introduced regular wellness workshops and open dialogues about work-life balance, emphasizing the importance of mental and physical health. The key lesson learned was clear: When you invest in your team's well-being, you cultivate a more engaged, committed, and resilient workforce. This approach significantly reduced turnover, reinforcing that a happy team is crucial for sustained success in promoting holistic health.
Engage Employees and Create Career Paths
We overcame high turnover by enhancing our focus on employee engagement and satisfaction, implementing regular feedback sessions, and creating clear career-progression paths. A key lesson learned was the importance of listening to and addressing employees' needs and aspirations, which significantly improved retention and morale.
