Reduce Employee Turnover With These Overlooked Elements of Employee Feedback
Most companies have come to understand the value of employee feedback. Not only can it help you create a more comfortable and welcoming work environment, but feedback – when used correctly – can give you in-depth insight. Insight into how your company is viewed by employees, recruits, and even competitors.
First, you need to know your turnover rate. Monitoring turnover is an important function of human resources. Companies want to monitor the movement of employees out of the organization so they can look for and minimize the causes of turnover. Therefore, controlling employee turnover is one of the many quantitative ways you can affect the bottom line.
Turnover rate is calculated by taking the number of separations during a month divided by the average number of employees, multiplied by 100:
Turnover Rate = # of Separations / Avg. # of Employees x 100
Utilize a Short Survey to Candidates and Employees
An easy way to start is to have short conversations early and continue them. Start by offering a short survey to all new job candidates. Simple questions like “how easy or difficult was it for you to apply online”? You can survey your long-time staff members with questions like “what is the best thing about your job?”. For best results, use the former to gauge the overall effectiveness of your hiring process. Use the latter to judge how your company treats its most valuable employees.
If necessary, you can add incentives to reviews. Ask your employees to participate and enter them into a drawing for gift cards or charity donations. This helps to drive employee participation while simultaneously giving you a better view of your company and its reputation amongst the workforce.
Allowing employees to be heard can help to mitigate the negative hiring reviews on sites like www.glassdoor.com or Indeed.
Gather Continuous Feedback
Finally, try to gather continuous feedback from your workforce, including potential recruits, new hires, and established staff. Don’t stop after sending them the first survey. Instead, use future surveys to address specific questions or concerns.
Remember, the key here is to gather continuous feedback over time. Not only does this help you address any immediate or pressing issues, but it allows you to test out new ideas and determine how beneficial (or detrimental) they truly are. Moreover, it helps you maintain open lines of communication with all of your employees – including managers, supervisors, and new hires alike.
You can’t fix a problem you don’t know about right?
Once you have identified problems such as leadership, culture, low wages or working conditions you are able to create a business case for improvement.
Need help during any part of the recruitment process? Don’t hesitate to contact the Recruiting and Certified HR professionals at Agency 8 Recruiting. Whether you need assistance retaining top talent or even if you’re finding it difficult to locate qualified workers in the first place, we can help you meet your needs as soon as you’re ready! Email us at Team@agency8recruiting.com