7 Ways To Reduce Your Light Industrial Employee Turnover
Many people recommend using flexible scheduling options, work-from-home arrangement and a vibrant-looking work environment as way to reduce turnover. But in light industrial workplaces, which have heavy machinery and tight production schedules, these measures are often unrealistic.
Thankfully, there are many other ways that light industrial employers can reduce turnover. Consider the following suggestions.
1. Smart hiring
Lower turnover begins with hiring people who are the most likely to succeed and grow with your company. While an interview can provide you with a sense of whether or not a candidate will succeed in the job and in your culture, a major key to making the best hiring choices to ascertain how well they can do the position through behavior-based evaluations and proficiency screening.
It’s also important to consider if the people you hire want to grow at your company. Some hiring managers think that hiring people who seem unambitious is the key to low turnover. It isn’t.
2. Offer feedback regularly
Studies have shown that millennials crave regular, detailed feedback. Many of these young workers say they want to be told when they are doing things right and when they are doing things wrong.
Regular feedback isn’t just desirable for millennials, however. Most of today’s employees will gladly welcome a shift away from the traditional model, where the boss only provides detailed feedback during annual performance reviews.
3. Empower workers
Involving staff members in decisions that affect their jobs whenever possible is another effective way to lower turnover. Try to involve employees in conversations about everything from short-term goals to decor choices. In addition to reducing turnover, involving employees in many decisions has the added bonus of increasing how much they buy-in on various initiatives and changes.
4. Reward performance and consistency
Acknowledging superb performances and giving thoughtful rewards can go a long way to reducing worker turnover. Having employees provide input on the kinds of bonuses and rewards they can earn increases the impact these incentives have on employees.
It’s also important to periodically recognize consistent performance. If the same top-performers are the only ones that receive incentives, is can be discouraging to the “bread and butter” employees of your organization.
5. Build a community
Research has shown that the relationships someone has with their co-workers has a massive impact on their desire to quit a job or stick with it. For employers, this research highlights how important it is to build a community and sense of camaraderie.
6. Develop skills and careers
Offer opportunities for cross-training and career progression. People want to know they have room for advancement, or at least skills development. While employers might be worried that upskilling employees will result in them taking their new skills to a competitor, research has shown that developing employee skills has just the opposite effect.
7. Maintain proper staffing levels
When an organization is staffed adequately, overtime is minimized, and employees are much less likely to burn out. Many companies find that engaged and inspired lead to much higher productivity and having burnt-out employees work long hours.
At Labor Temps, we are dedicated to helping our clients maintain ideal staffing levels. If your company is currently looking for a staffing solution, please contact us today.