Paul Haarman explains How to Reduce Turnover in Your Company 

Can you remember the last time you quit your job? Did it feel good to finally make the decision?

Or was it hard, leaving behind all of your co-workers and the comradery that comes with working in one place for a period of time? asks Paul Haarman. Many people can’t even imagine starting over at a new company, but for others it’s inevitable.

My name is Kelly Peters, I am an expert writer on workforce management issues and wanted to share my research on how companies can reduce turnover by focusing on their employees’ happiness levels. This study not only reveals why some employees would rather quit than work at certain companies but also offers strategies about how managers can help improve employee retention rates by implementing simple changes within their own workplaces.

According to a recent study by the University of Waterloo, unhappy employees are more likely to leave their current jobs. In this survey researchers found that a bad attitude or poor relationship with a supervisor can have profound effects on an employee’s future plans.  The study identified five distinct types of workers based on their attitudes and goals: Engaged, Disengaged, Actively disengaged, Satisfied but not engaged, and Dissatisfied. Of these groups, the happiest employees were considered “engaged”. These workers were most likely to be motivated by the company mission and to feel that they had opportunities for professional development.

In contrast, the “actively disengaged” group was found to have little trust in management while also believing that life at work would be better at another company says Paul Haarman. This group was also more likely to spend time complaining about their current employer on social media and in the presence of their co-workers

The effects of these perceptions spread quickly within a workplace setting. The authors noted that “if left unchecked, one chronically dissatisfied employee can make an entire office miserable”, often leading to greater amounts of turnover. The study revealed that some people are simply unhappy with what they do for a living and tend to make life difficult for others when given the chance.

But why let them?

Turnover costs money and it’s far easier (not to mention cheaper) just not having these types of employees in your organization or keeping them happy than trying to find someone new every six months. So what can you do to keep your employees from leaving? For one thing, look at their grievances and see if there is something that management could change. Most complaints are legitimate and should be addressed immediately.

In addition, take a look at the role that an individual plays within the company. If they complain a lot or hurt morale in any way, it might make sense to place them in a different role where they cannot have such a negative impact on others. You may think that removing bad apples will leave holes in your workforce but consider this: when given the opportunity to choose between two candidates for a position, nine times out of ten people will choose someone who doesn’t drag others down with their own unhappiness! It’s not easy firing people but it’s necessary if you want to make your workplace a happier place.

FAQs:

Why do some employees like to quit their jobs?

There are many reasons why this may happen, including the fact that they’re just not happy at work and would rather be somewhere else. According to Paul Haarman if someone isn’t enjoying what they do first and foremost then you can bet that it’s going to affect everyone around them.

How does turnover impact a company?

The high cost of hiring new employees, the loss of institutional knowledge. As well as decreased productivity all contribute to increased expenses for companies with higher than average turnover rates. If your people don’t feel ready or able to leave, you will see less damage done within your organization.

Does poor morale lead to more turnovers?

Yes! When one person is unhappy in a group it has a tendency to spread like wildfire. And it’s hard to be satisfied in a place where others are bringing everyone else down.

What can companies do to prevent employees from quitting?

A good first step is trying to see if there are any changes. That you can make at work that would make life better for people. If given the chance, most people will want to stay with an organization. Where they feel appreciated and able to actually move forward on their own terms.

Conclusion:

Employees are one of the most important assets for any company to have. This is why it is important to try and keep them satisfied says Paul Haarman. If you make your employees unhappy or unsatisfied in their roles this will eventually lead to increased turnover, less productivity. As well as other negative effects within an organization.

If you are able to weed out those employees who are not happy at work. Then chances are that you will find yourself with a group that’s happier overall and much more productive!

 

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