Only the leader who has already lost that “key piece” of the team knows what despair is. On the eve of the deadline, news appears that can keep any manager up at night: Your team's essential collaborator decides to exchange his chair for another in a new organization. In a matter of seconds, the mind already visualizes the arduous path to be covered: vacancy opening, selection process, candidate selection, hiring, integration, training…
Ultimately, it is a process that demands energy, time and money, so focusing on the metrics of the turnover is indispensable. O José Francisco, Human Resources Director at Concentrix told us that the company started a program to understand why employees were leaving the company “thus, actions were taken to monitor professional satisfaction with seniority; implementation of control metrics for suggestions received from the team; and exit interviews with data analysis to evaluate management. ”
The employee turnover rate in a given organization and the increase in this rate can be caused by several factors, such as: low pay, toxic work environment, employee dissatisfaction and poor communication.
José believes that once contact and communication with teams is reinforced, it is possible to understand the needs of employees, understand where we got things right and where we can improve. “This way, it is possible to put together accurate strategies to increase employee satisfaction and reduce turnover.”
In between 2012 and 2014, Brazilian companies had an increase in turnover in 82%, making the country world champion in employee turnover. The average is twice as high as the global average, 38% according to research by Robert Half. Already in 2016, high turnover reached 40% of national companies, in accordance with the Inter-Union Department of Statistics and Socioeconomic Studies (DIEESE).
How to calculate turnover?
The simple turnover calculation is made based on the number of employees who joined and left the company in a given period. You must add this data and divide it by two. Finally, the result must be divided by the current number of employees and multiplied by 100.
Source: Gupy – HR Blog
Well, we can say that reducing turnover is essential for retaining talent within organizations. “talent retention allows the exchange of ideas and innovation, because a person who has been with the company for some time always has something to contribute. Having talents preserved within our structure is essential for the company to remain updated, tireless and innovative. ” José concluded.
But the question is: How can CI help in this mission?
Use CI to publicize vacancies
Hiring the right professional reduces turnover. Considering that cultural fit is decisive for the success of a hiring, choosing someone already adapted to the organizational culture has greater assertiveness. So, the tip is: invest in the silver of the house! By promoting internal selection processes, the desire for professional development tends to be awakened. Utilize CI channels such as Corporate TV and application, to clearly communicate the role and skills required for the position.
Inform the collaborator
It sucks to be the last to know. Therefore, give priority to the employee when accessing information. Before communicating to the external public, build a relationship of trust with your first customers: employees. The Marketing and CI team will be able to reach everyone easily through technology: email, intranet. Here at B2, for example, these materials are available via corporate application.
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Create dialogue channels
For talent retention O Employee voice It's a great weapon. Give employees a voice, allow them to participate in decision-making, after all, they will always have a different perspective to show. Maintain an open channel for dialogue between leaders and teams, if necessary ask CI to promote training for managers. A good option is to provide reporting channels for infractions, such as your company's code of ethics, for example. When being heard, the employee will feel “belonging”.
Run motivational and recognition campaigns
Explore the creativity of the CI team. Not everything is about money, so how about promoting campaigns to motivate and recognize employees? Highlight of the month, achievement of goals… give a name and face to the achievements made! Take advantage of the reach of communication tools, such as corporate applications, which are always a good option.
