High Employee Turn-Over: Avoiding Prior Mistakes.

Over Hearing A Manager Struggle.

In today's job market, which is scant at best, employers are trying to readjust their hiring habits. This is a good thing, as in the past employers have seen fluctuations in job qualified personnel, leaving on their own accord, at alarming rates. The loses of seasoned personnel, harms businesses, nationwhide. Keeping these employees are not only important to the employer, but also the employer's customers.

The Customers whom patronize a business are reliant upon consistant production, of what ever commodity that brought and kept them, using the given business services and products. The only way a firm has to accomplish a consistancy of output, is to carbon copy, what they have done in the past. Yes, as you have predicted, I am going to indicate that the only way this will occur, is to have seasoned employees training newly hired personnel.

Corporate Employee Retention HR

What is an Employer To Do?

Employer of larger firms are receiving information from consulting firms, which are indicating that employees that are being hired, should not be hired just to put a warm body, in a position. With the information coming from these "consulting firms", employers are taking time to locate people whom are not only competent, in doing the core functions; but also those candidates whom show they can blend in to the company's culture.

Hiring a new employee, is expensive. For some time, employers have been refusing to include newly hired employees in company benefit programs, due to costs associated with setting up a new account, on health and retirement benefits.  Most employers will wait from three to twelve months to offer these benefits, while they "test drive" their new employee.  However, once an employee has been hired, such things as Workman's Compensation Insurance has to be paid for, in advance I might add, for up to a three month period.

Over the years, employers have learned that they had to use the first couple of months to train and cultivate talents that fit their business.  If there is not "fit" the business can reduce their exposure to profit loss, or loss in output.  Typically, in larger businesses, there is a reserve of personnel, whom can perform various services to cover any area that is not manned/ or womanned, as it were.  

 Okay, I know this business and management 101, but back ground is important.  If not to bring those not knowledgeable up to speed, to satisfy those whom would scratch thier heads when I get into the other parts of this .   Now I hope I can keep up with the expectation of the "Wow factor".

Hiring New Talent.

The Businesses are not taking turn over rates, lightly.  In fact, as some are now seeing, jobs are opening up but companies are taking their time to fill positions.  The reason, as would be expected, is due to there being an abundance of qualified people whom are unemployed. Due to the over grown pool of qualified people start back to seeking employment, businesses are in a great bargaining position, wage offering wise. 

A common supply and demand theory thing, which affect everything, except apparently gas and oil price fluctuations, which I am not qualified nor in the mood to explain; and neither is the Oil Company CEO's.    Now, maybe we can finally get to the core of this matter:

Employers are faced with a new issue, once they begin hiring new talent. That issue is how to keep those newly hired employees, whom are obviously qualified if not over-qualifed, to fill vacant positions. To do this, the before mentioned consulting firms get more business, to reveal what should have been obvious, had the business performed a simple function of conducting "Exit Interviews", when previous employees departed.

Keeping New Talent, Voices From The Past.

Past employee's have reasons they leave, their position within a company. (Now this is the important part of all the stuff, in this article. especially if you are a newly formed company.)Even with employees whom are terminated for administrative reasons, "Exit Interviews" are invaluable tools. Exit interviews will allow company owners, Human Resource Managers, and even "Floor-Level" managers, gain insight to what or who is causing talent to leave.

Why is this important? Well each employee's perception, especially those perceptions directed at management and policy matters, tend to leave indicators of trends which might be curved to the company's benefit. Trends in complaints in areas of Employee Safety, Unrealistic expections, over zealous and over-bearing managers, working conditions, can be areas that are costing a company significant turnovers and losses in profits.

Employers, especially larger employers are less willing to change old habits. To the new smaller companies, policy changes need to be flexible. Especially when those policies do not conflict with State or Federal Laws. The smaller company, is more reliant upon the talent they have on staff. The employee talent base is the accentuation of that companies market "niche", which makes it stand out among all of the competition. It's employees are the small company's "market edge."

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