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November 7th, 2022 · 5 min read

6 tactics guaranteed to minimize employee turnover

blog header image for employee turnover article

What is employee turnover?

  • Exposes opportunities for improvement within the organization
  • Allows you to re-evaluate your talent needs
  • Acts as a catalyst for greater change within your company culture 

Attrition vs. turnover

How to calculate employee turnover rate

employee turnover rate formula

Why turnover matters

  • You lose talent to competitors
  • Your employer brand gets a bad reputation that makes you less appealing to prospective hires
  • You spend outside of your budget to try to even out staffing levels. 
  • Increased workloads and a chaotic environment take their toll on team morale. 

Why staff turnover happens

Poor work/life balance


Lack of purpose or fulfillment

Limited access to learning and development opportunities

skills gap analysis template cta

Weak management

Poor company culture

6 effective ways to reduce turnover rate 

  • Combine quantitative and qualitative insights 
    If you haven’t already, consider investing in quality performance management software. With employee information at your fingertips, you have the ability to view individual performance on a granular level and dig into what goes wrong in high-turnover departments. 
    To paint the full picture, you can also supplement your quantitative data with qualitative insights gathered in exit interviews with employees who have left the company. Additionally, look at reviews on third-party websites such as Indeed or Glassdoor for more unfiltered feedback. While this should always be taken with a grain of salt, it can still help you develop a deeper understanding of employee sentiment. 
  • Invest in employee learning and education
    When it comes to growth opportunities, employees want to see a meaningful, tangible investment from their employer that actually leads to real career outcomes. Hosting a one-time training workshop or providing access to an online course provider that goes unused isn’t effective at engaging employees. A true investment in employee growth requires a comprehensive learning & development strategy that’s tailored to the skills needs of your workforce. 
    Many leading organizations do this through a strategic workforce education program that provides debt-free access to a variety of learning options, including training courses, certificates and even degree programs. This approach allows you the flexibility to develop individual career paths that directly align to both business goals and available learning opportunities. 
    It’s equally as important to train people managers on how to talk about facilitating career development with their direct reports as this is key to reinforcing a workplace learning culture. Employees should work directly with their managers to discuss development goals and determine the type of learning that’s going to get them to the next desired step in their careers. 
  • Promote internal career mobility
    Make it known that the way forward isn’t always up. With the right reskilling, an employee with transferable skills and competencies can take on a role in an entirely different team or department. This opens up opportunities for people who may not be entirely sold on their current career path and are interested in making a switch.
  • Take meaningful action on diversity, equity and inclusion (DEI)
    Performative statements backed by lackluster initiatives aren’t going to cut it if your organization can’t take intentional, actionable steps toward improving DEI within your company. In today’s workforce landscape, employees expect their company to take meaningful action towards DEI and deliver on outcomes. This is absolutely necessary if you want to retain any employees, but especially true for members of your workforce that are part of historically underrepresented or marginalized groups.
  • Explore options for flexible work
    The way people work has shifted drastically in recent years. Remote and hybrid work, flexible time off for family needs, extended paternity and maternity leave, mental health and wellness days — all of these things have been shown to increase employee satisfaction and make a better work/life balance possible. 
    As many organizations have started to roll out return-to-office policies and claw back on other benefits that they implemented during the COVID-19 pandemic, it’s important to consider how this affects the employees who have grown to appreciate the flexibility offered by these initiatives. This doesn’t mean you should completely pause your return-to-office plans, but it does indicate a shift in mindset among employees and what they value. 
    Recent studies show that the option for flexible work is a top three motivator for finding a new job. Your definition of flexibility doesn’t have to include remote work (especially if your organization has a frontline workforce that requires in-person interaction), but you should strategize how you can offer more flexibility and autonomy to your people in ways that fulfill their needs and still benefit the business. 
  • Re-examine hiring practices
    A high turnover rate may also indicate a faulty hiring process. If you’re not adequately describing job responsibilities, vetting applicants or onboarding incoming hires, this can accelerate turnover rates drastically.

    Spend time defining the skills, competencies, qualities and values your ideal job candidates should have. Revisit hiring practices that may be outdated.

    Finally, make sure you’re hiring workers who add value to your company culture and help to drive positive change from within. The right fit could stay with your organization for years to come. 

Evolving workplace practices with employee expectations

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