How is employee turnover in your company?
During the quarantine, many employers faced several challenges, especially when it came to balancing their workforce. While many companies had to reduce the number of employees due to various internal issues, others experienced spontaneous resignations.
Source: G1 Source: BBC
What we notice here is an evident change in the job market, both on the part of employers and employees, and these changes directly impact the day-to-day activities of organizations and employee turnover.
But, in this article, we will focus on the second point presented, the one that scares the leadership and the board, the increase in the rate of resignations. Is this happening in your organization?
We spoke with Sara Paez who works in the selection area at Itaú and according to her the The main causes of growth in employee turnover in a company are related to the merger of Employee and Company.
“Employees need to identify with the company’s values, from the beginning. And our work also has to be transparent in the sensehad to align expectations of how things are in the company. Both in terms of remuneration and benefits and even in terms of the Carr Planspace that this person will have with us. In the end, everything is so aligned that there are no surprises for the candidate, you know? Attraction and Selection work is the perfect “match” between candidate and company. From there, everything starts to happen naturally.”
When a large number of employees begin to leave and the organizational climate consequently suffers a negative impact, other employees may decide to leave as well and the reasons for this are varied:
- Overload of functions, as many need to assume the responsibilities of the former employee;
- Worsening in the level of stress due to the increase in work and uncomfortable climate that dismissals can cause;
- Sudden changes in the team and readaptation of the entire team.
We asked Sara if there is any method or action that can reverse this situation:
“This is work that must start from the moment you are hired. First, HR and managers need to assess the main cause of their company's turnover and this is difficult and detailed work, but in the end, it's worth it! From there, it is easier to think of actions and goals to reduce this number.
In the past, work was extremely separate from our personal life, but (thankfully), after a while, we saw and understood that this separation is impossible. How am I, Sara, Valentina's mother, going to stop being a mother when I start working? I'm working, focused, etc., but my mind is also on my daughter.
So, from that point on, candidates started looking for companies that welcomed this aspect and left aside just the fact of position and salary. Today, candidates look for companies where they can work with purpose, which are similar to their values, and whether they like it or not, this involves their personal side. People welcomed and valued in a respectful environment yield much more.”
See some more ways to reduce this “snowball” in the company:
Internal surveys (climate, satisfaction) – It is difficult to obtain unsatisfactory results in surveys applied to employees, but to understand some of the reasons that may lead to a resignation, surveys are extremely necessary. Knowing in advance that something is not going well can be the team right to apply changes and improvements within the organization.
Recognize the key talents and preserve them – Everyone must be valued and treated equally, but we cannot deny that any company has unique employees with high potential. Pay attention to these employees and value them, with constant positive feedback, improvements in benefits and salaries.
Communicate – for real – with employees – Pay attention to whether your communication with employees has quality, consistency and transparency. Check whether there is active participation in channels and always seek to improve performance in this area. Many companies still “sin” in CI, as they believe that notices of HR and communication 100% vertical is sufficient and efficient.
What can your company offer that the competition doesn't?
The job market undergoes constant and rapid updates, the concept of an employer brand grows daily, the benefits are increasingly varied and the collaborators, of course, more demanding. That’s why it’s important for companies to keep this question in mind. “What keeps my collaborators here?” It is through this questioning, linked to other actions, such as the climate survey mentioned above, that organizations move towards positive development as employers.
It is important to remember that all the steps above must remain constant so that they begin to show results medium to long term.
Reduce employee turnover!
