From Insights to Action

It’s hard to accept, but time to acknowledge that a large portion of our current annual turnover is no longer expected to go away…ever.

The reality is that moving forward, all employer-employee relationships must be deemed “mutually beneficial” to stay intact. If at any given point, an employer no longer needs the skills, services, or hours of that employee, they are likely to cut the job. And if at any other point, the employee feels the organization, schedule, or team is no longer a fit for their needs, that employee will likely break the relationship and go find a new role with a new company.

Because the employment dynamic has changed this drastically, it’s time to operationalize our turnover just as we’ve done with other areas of our business such as accounting. We’ve fool-proofed our AP/AR processes to ensure we pay bills on time and get paid on time. Why not create a well-oiled machine for sustainable staffing as well?

Working with every new generation that enters the workforce is challenging. As an organization, blending the mindsets and values of diverse individuals into a well-oiled collaborative machine is no small feat. BUT it can be done.

I had the opportunity to interview nine high school students to gain valuable insights into their unique perspectives when it comes to work and the employer/employee relationship. While the particular client that requested the interviews was a senior care organization, I found that the students’ input sheds light on several topics of interest for employers across all industries, as we discussed their priorities and motivators for finding and keeping a job.

If you’ve ever started a sentence with, “Well, back in my day…”, watch the video and then keep reading. These insights may help.

We’ve experienced the “Great Resignation” of our workers and based on a plethora of recent conversations I’ve had with executives, directors, and managers across various industries, I’m now predicting, “The Great Management Walk-Out.”

Are you aware of how much managers are currently juggling and just how close they are to their breaking points?

What’s the biggest problem when it comes to employee turnover? No one owns retention! 

At many companies, when turnover rises executives point to HR to fix it – whose plate is already overflowing with terminations, payroll, benefits management, and back-fill recruiting. HR then blames bad managers for running off good people, and the managers push back complaining that executives do not give them enough time or training to manage their people properly.

They all have a point, but this blame game is costing those organizations tons of money!