Employee Retention and Turnover

For many organizations retaining top performers and managing turnover is a chronic challenge. This may be due to the criticality of employee skills, a tight job market, high new hire recruitment and training costs, or a combination of factors.

Retaining existing employees and reducing turnover are two sides of the same coin; meeting employee job expectations. In order to retain key employees, organizations need to stay current with employee job expectations and the degree to which these expectations are being met. Revolving around this objective is a series of key questions organizations need to answer. These questions include the following:

• Have employee job expectations changed since they joined the organization?
• In what ways has the organization helped or hindered fulfillment of these expectations?
• Is there alignment between the employees' values and those of the organization?
• If the organization has gone through significant change, are the employees still "on-board" and, if not, what needs to be done to bring them along on the journey in a positive way?

When turnover does occur, it is especially critical to understand the underlying causes. For example, it is important to know what the major determinants were in the employee's decision, what retention efforts were made by their immediate management, and whether the employee would consider returning to work with the organization.

The SPR Center team can help your management collect, cross-match and understand the various factors at work on retention and turnover among employees in vital job categories.

Perhaps most importantly, SPR Center staff will show you how to take the information our analyses provide and prepare strategies, or refine existing strategies, that ensure the right employees are accepting positions with your organization, staying, and working effectively.

Related Topics:

• Employee/Climate Surveys
• Key Driver Analysis