Control staff turnover
Factors affecting staff turnover
Pay is rarely the only reason why people leave, although low pay levels are often a disincentive to stay.
When you run a business it is good to be aware of factors that commonly affect staff turnover rates, so that you can take steps to reduce them.
Consider how your business scores in the following areas:
- Motivation - how supportive and encouraging is your business?
- Organisational culture - research shows that the culture of a business can influence staff commitment.
- Induction - are staff welcomed from the start? Do they know where things are, what they are supposed to do, and what their colleagues are supposed to do? The highest level of staff turnover is among new starters, so it's important to get them established quickly and to make them feel part of the business. See our guide on getting new workers started .
- Contracts - do the terms and conditions of your contracts encourage staff loyalty?
- Competitive pay rates and a fair, transparent pay system - are they in line with your industry?
- Incentives and other staff benefits - are they relevant for your staff? Can staff choose the ones they need?
- Matching jobs to people - for the best use of skills, experience and competencies, as well as staff aspirations.
- Staff training and development - is it relevant to your business and does it promote best practice?
- Formal appraisals - give staff the opportunity to discuss their performance.
- Effective grievance procedure - one that is used and works.
- Team working - with common goals rather than unhealthy individual rivalries.
- Flexible working arrangements - adapted to people's needs.
- Recognition of work-life balance in your business' policies.
- Recognition and encouragement of outside work interests.
Subjects covered in this guide
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