Tips to reduce employee attrition

​When I was working in-house, I used to advise line managers to watch out for the Christmas and Summer Holiday up-tick in resignations: that’s when people have had time away from work (either their two-week summer holiday or the two-week break over Christmas) and then return to work determined to move on, get out, make that decision to pursue something different.  Resignations and the number of leavers – or attrition as it’s often known - is one of the key metrics us HR people measure.  That’s because high attrition can be costly, and in more ways than one.  When people leave your organisation, their knowledge, skills and networks leave with them – that’s never good for business, especially when you have invested time and money to recruit and train them. 
So what would a reduction in attrition be worth to you?  I’ve put together some tips to help ensure your employees are looking forward to a long and happy future with you, rather than looking for their next role elsewhere…

1. Get to know your people

How well do you know your people?  Not just their qualifications and where they used to work, but what they’re good at or want to learn?  Do you know what they enjoy doing or what is important to them? Getting to know the people who work for you and understanding what truly motivates them, makes them visible and you will have more effective conversations with each other. Apply this knowledge to selection processes and you will always have the best and most motivated people available when you need them.

1. Make opportunities visible

Your people want to build their careers with you, but the vast majority will get a job at another organisation unless they are able to see the opportunities you have to offer.  Once you know what your employees are looking for, make opportunities visible to them, so you can see how the two come together. When you both understand what the other is looking for and has to offer, you will find a perfect fit that works for everyone.

• Bend to their shape

Everyone has different wants and needs, and they change over time. When you understand what blend of work and life people want, you can offer them benefits that will fit their life-shape, such as flexible working arrangements. Having real insight into what people are looking for means you can treat them as individuals and support them as their requirements and preferences change.  This approach will help develop an authentic relationship giving both parties more confidence in your future together.

• Engage and motivate

Successful employee engagement isn’t all about staff surveys and pizza on Friday.  Knowing what makes people tick is key to ensuring they are engaged and committed. If you can deliver what they need to be a motivated employee, they are more likely to be working towards their future and yours, and less likely to be looking for a new challenge elsewhere. Engaged employees are self-motivated, hard-working and productive. This is positive for their well-being and can only be good for business.

• Understand and develop their capabilities

People are more than just a set of skills.  Get to know them and their full range of capabilities.  By understanding your employees and positions at this level, you can see how well people match to opportunities and where the gaps are.  Gaps are an opportunity to learn and develop – that’s beneficial for everyone. Why lose good people to other organisations when you could grow together?

• It’s not all about the money, money, money

People don’t always leave jobs in search of a higher salary. They are often looking for something you are not offering them, like a better work-life balance, or a more challenging opportunity. If you can find out what your people need to be happy and motivated at work, you will be well on your way to reducing your attrition rate.

And if you’re wondering what your attrition rate is, how to measure it, and how you could start addressing it – please get in touch.  I’d be delighted to help!

Ruth George
HR Consultant
[email protected]; 07899 920075
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This is not legal advice and is provided for general information only. © Ruth George HR Consulting.