Reducing Employee Turnover:
Key Strategies to Deploy
Identify, then solve employee turnover issues, transforming your team.
No one wants to go through the process of writing job descriptions, posting jobs, screening candidates, interviewing, running background checks, onboarding, and leading job training … all to turn around and do it over again. However, 33% of U.S. hiring managers anticipate higher turnover rates next year, according to a recent Harris poll.
Not only is turnover disruptive to the workflow, leaving teams overworked and down members while some jobs may not get done at all, but it’s also expensive. After all, hiring employees costs time, money, and other valuable resources.
Many companies track their turnover rates, but unless you use that information to take meaningful action, turnover will continue to be just another nebulous metric on a monthly report. And there is meaningful action you can take.
The first place to start is looking at the reasons employees are leaving and how to fix them. A lack of career-development opportunities can be countered with new training and leadership programs. Frustrating processes can be smoothed out by managers. A poor work/life balance can be improved with policies that prioritize it. Leaders with poor management skills and micromanaging tendencies can be coached. You’re not powerless in your battle against employee turnover — you just need to get started.
Join us on Tuesday, June 18th, and we’ll walk through it step-by-step together. First, learn how to identify the cost of turnover in your organization. To get buy-in on changes, you’ll need to show leaders the negative impact of turnover and the positive impact of your proposals. Then we’ll look at ways to identify the causes of turnover in your organization; build real, on-the-ground actionable plans to address them; and monitor progress and make continual improvement for years to come.
Webinar Agenda
- Identify the true costs of turnover, including hidden variables.
- Understand the 5 biggest causes of employee turnover.
- Learn strategies to address each challenge.
- Create an action plan to reduce turnover and increase retention.
- Measure additional rewards such as improved workplace culture, less burnout, and more.
Join Kevin Eikenberry in this online training, and you will learn:
- The detrimental effects of employee turnover on your entire team and why you must make changes.
- How to identify why employees are leaving, what it’s costing your company, and how to encourage them to want to stay.
- How to increase retention numbers and employee satisfaction in a number of key areas.
Get answers to YOUR questions from presenter…
Kevin Eikenberry is the Chief Potential Officer of The Kevin Eikenberry Group — a leadership and learning company based in Indianapolis, with a team across the United States. He has spent 30 years helping organizations and leaders from over 50 countries become more effective. His books include Remarkable Leadership, From Bud to Boss, and The Long-Distance Leader, The Long-Distance Teammate, The Long-Distance Team.
Registration bonuses included:
Everyone who signs up will receive a copy of Employee Retention Strategies. Hiring is expensive, timely and harms productivity. That’s why employee retention is so vital. Keeping employees on staff and engaged helps productivity, saves money and keeps valuable institutionalized knowledge within the organization. As companies struggle to maintain employees, what can you do to set your organization apart and keep talent on staff? Employers need to work harder than ever to retain their current staff. Some solutions include improving employee benefits, allowing telecommuting and optimizing the onboarding process.
You'll also receive one month of exclusive access to Managing People at Work — our comprehensive online resource designed to make you a stronger, better-prepared manager. So that you continue to benefit from Managing People at Work, we will continue your subscription after that for the then current rate, unless you tell us "no, thanks" — your choice.
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