COACH'S CORNER
By Barry Knepper
As Seen In Queensborough - The Magazine of the Queens Chamber of Commerce

How to Reduce Employee Turnover

TAB Member's question:
I own a large pet grooming shop and I would like to know how I can reduce employee turnover. I start employees at minimum wage as receptionists and they can work their way up as they get trained and show they can handle more responsibility. I am about to introduce medical benefits, with the company paying 50 percent, in an effort to retain employees. I would like to know what other retailers do who have the same challenge.

TAB Coach:
Before this business owner invests more money in employee retention, I suggest she look carefully at the employment culture. Turnover may have nothing to do with wages and benefits and everything to do with the environment, sense of belonging and the feelings of being important and needed. Often times employers overlook the inherent qualities—those that you cannot teach someone—that are needed for the job. The business owner should brainstorm about what qualities are needed, such as the love for animals, physical ability, high energy, etc. Once those are identified, she can think of ways to find those out in the hiring process. She should also do exit interviews with employees in an attempt to find out why and how the job did not meet their expectations.

It is also possible that after finding out why people leave and addressing whatever causes you can, that there is always going to be turnover in certain jobs. Even with great hiring there is going to be turnover more frequently than you would like, and that you have to accept this and plan accordingly.