There seems to be a universal goal to reduce turnover in company work forces. I understand why. In fact, we are in the business of helping companies fix that problem. Unfortunately, there is more to the problem than just reducing the numbers.
- Wrong People – Low turnover in a workforce that is under performing may not be a good thing. We often see companies who have hired poorly or where the task has change significantly. In these situation, it might be time to retool the team by letting some move on and replacing them with others who are a better fit.
- Low Standards – Just because people stay forever does not mean that they are top performers. In many cases, they stay because management does not ask much of them. In these cases your costs are too high and your results too low. It’s time to help your managers retrain and/or motivate the team.
- Stagnation – We know that some people are risk averse and will stay even when they are not happy. They rationalize that it’s better to stay put and suffer than to move and potentially suffer more. Management often feels that poor raises and reviews will cause them to leave. Not so. Management must take more direct action to fix these issues.
Assessments are tools that can give managers insight into how people fit the job and how best to manage them. Both behavioral and cognitive tools are available and easy to apply. For a free demonstration, contact us today.