Tackling The Problem
Preventing High Turnover
Does tackling employee turnover can feel like an impossible task? If so, you’re not alone. More than 27% of U.S. employees voluntarily left their jobs in 2018, causing employers across the country to scramble to replace talent.
The good news is that research has shown that over 75% of the reasons employees quit are preventable. While it isn’t always easy, the organizations have the ability to directly influence many of the factors that cause employees to resign.
How We Help
Work Institute’s retention remediation process starts with one of our workforce experts partnering with you to target and identify the specific divisions/locations/roles that have the highest turnover costs. Next, identify what the specific preventable reasons for leaving are part(s) of the organization that’s been selected.
From there, we use our conversational Voice of the Employee approach to uncover the specific perceptions of your current and former employees through stay and exit interviews. Upon completion, Work Institute delivers data reviews and partners with stakeholders to develop action plans to address opportunities. Your assigned workforce expert will conduct post-study follow-up accountability meetings to ensure planned efforts are being executed. Post-engagement pulse surveys are done to measure the effectiveness of the interventions and continued monitoring of turnover for the targeted part(s) of the organization.
Ephraim McDowell Health found themselves with a challenging employee turnover volume. The healthcare organization wanted to take actions they knew would make a difference in reducing unwanted attrition as well as help them become more attractive to talent in their area. Through Work Institute’s retention remediation studies with current and former employees, they were able to use the feedback to implement change they knew employees wanted. Those were:
- Increase real-time communication by installing monitors throughout their facilities to address a common concern around communication
- Increase retirement matching by shifting to a different retirement savings plan
- Shift to a performance-based compensation plan to address pay concerns
- Conducted further research around the new employee experience to help further address concerns about training and onboarding
These efforts helped reduce turnover by 32%.
These efforts reduced turnover between 11% and 34% across the included departments.