Research shows employees are more likely to stay loyal if they have a good relationship with their supervisors. Here’s a program to help make that happen.
Yesterday’s Advisor talked about the high cost of employee turnover and mentioned the oft-quoted notion that “employees don’t leave jobs, they leave managers.”
Well, it may be oft-quoted, but research shows that it’s also true. The employee/manager relationship is one of the key issues in the turnover/retention equation. If the relationship is good, people tend to stay in an environment where they are happy and feel supported, even when a competitor offers more money. Or, as another saying puts it, “the loyalty you show your employees will likely be returned by them.”
That latter saying comes from BLR’s new program, Audio Click ’n Train: Reducing Turnover and Increasing Retention … Tips and Tactics for Supervisors. It’s a 28-slide, customizable PowerPoint with professionally recorded narration.
Here’s some of what your supervisors will learn:
–Know your turnover rate. The first step in dealing with retention issues is to know whether there’s really a problem. As the program points out, a certain level of turnover is normal and even beneficial, as it brings new perspectives into the workplace. However, if turnover exceeds the national average of about 20 percent per year, or is much higher in a given department than the company in general, “it can be a sign of a deeper problem that you need to address,” says the program narrator. The program teaches supervisors the proper formula to find the turnover rate.
Retention ideas? We’ve got them in BLR’s new PowerPoint® program, Audio Click ’n Train: Reducing Turnover and Increasing Retention … Tips and Tactics for Supervisors. Read more.
–Know the costs. The program explains both direct and indirect costs of turnover, so supervisors more completely grasp of the importance of the issue.
–Know the reasons. Key tools for determining the reasons for turnover are exit interviews, questionnaires mailed to former workers, surveys of current workers, and just simply talking with your people. The program supplies a list of key questions you should ask exiting workers. These include:
–What did you like most, and least, about working here?
–How well do you think your pay and benefits stacked up against other employers?
–What additional training would you have wanted?
–Were you adequately recognized for your accomplishments?
–Would you recommend this company as a good place to work? Why or why not?
A supplementary handout then asks supervisors to use the question list in a role play.
Trainees learn faster through both sight and sound. You’ll find both in BLR’s Audio Click ’n Train: Reducing Turnover and Increasing Retention … Tips and Tactics for Supervisors. It’s customizable, and affordable, too! Click for more info.
–Develop a retention strategy. Supervisors are asked to gauge the extent to which their attitudes and practices supply these key elements of retention:
–Hiring to fit the job
–Appropriate orientation (“What employees experience in the first 90 days often determines if they leave in months or stay for years.”)
–A safe and team-oriented workplace and adequate resources (“training, tools, and time to do a quality job”)
–Fair and consistent management
–Ongoing feedback and recognition, even for the smallest achievements
Supervisors are then supplied with ideas to develop attributes they may be lacking.
Audio Click ’n Train: Reducing Turnover and Increasing Retention … Tips and Tactics for Supervisors is completely self-directing (you don’t even need to be in the room for your people to use it.), sells for a reasonable $149, and like all BLR programs, comes with satisfaction assured. If you’d like to put it to work increasing retention in your organization, click the link below.
Make Your Supervisors ‘Retention-Friendly’
Teach them the strategies that keep your best workers, even when competitors try to steal them away. BLR’s new program, Audio Click ’n Train: Reducing Turnover and Increasing Retention, will give them the tools they need, at an extremely affordable price. Read more.
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