Job role diversity – Ensuring the tasks that staff carry out on a daily basis are not mundane and repetitive introducing a variety of tasks can maintain staff interest and motivation.Management styles – Examining how individual management styles are impacting upon team(s) and individual performance and staff satisfaction.Organisational structure – Assess how the structure of the organisation including reporting lines and accountability impacts staff.This can also help build trust and staff engagement, as can thanking staff for a job well done to let them know they are valued and appreciated. Share control, empower staff to make some decisions themselves rather than imposing control and restrictions. Staff that are supported by management will feel valued and motivated within their job roles. Leadership and management support – Showing clear leadership so employees know what direction the organisation is going in and let staff know how they can contribute.– The line manager should monitor the new recruit’s progress, providing constructive feedback and be available to provide support and listen to any concerns. – Use a buddy system where a new recruit is partnered with an existing member of staff this can be useful for on-the-job learning. – Establish a training schedule that gradually introduces the new recruit to various tasks their role will require don’t overwhelm them with everything at once, but also be mindful to be flexible and schedule this at their pace – some people will learn quicker than others so don’t cause them to be bored. – Invite questions from new recruits during their induction and let them know that if they have any concerns or something that they are unsure about they can go to a nominated person or any member of staff for help at any time. – Encourage staff from different areas of the organisation to participate in the induction programme they can spend some time with new recruits explaining their team’s function within the business. – Ask staff members what they would find useful to know if they were new to the organisation and feed this into the induction programme. – Develop an induction programme that gives a well-rounded feeling for the organisation as a whole. – Don’t panic recruit, that is being rushed into appointing anyone just to fill the role. – Don’t try to appoint overqualified staff as they are likely to become bored and leave. – Use selection tests these can help identify suitable applicants. – Ensure that job adverts and job and person specs give an accurate description of the job role. When it comes to staff turnover, like other employee metrics, the more data you have, the more you learn. Some larger organisations also do this drilling down of turnover figures on a department or location basis in order to compare different parts of their organisation they may also collect separate data on staff turnover during probation periods and learn the lessons. So, the staff turnover rate for dismissed employees for the month of April was 20%.ĭrilling down on the staff turnover rates is useful for HR and management to gauge information on such issues as performance management, effective recruitment and retention, and employee engagement. The organisation started the month of April with 20 active employees and finished the month with 30 active employees.ĭuring that period 10 employees left, 5 of these employees were dismissed so the calculation would be: For example, if an organisation wanted to establish the staff turnover rate for dismissed staff, then they would calculate this as follows: Many organisations drill into this information by calculating staff turnover by reason. When calculating the overall staff turnover rate, you include all employees that have left the organisation irrespective of the reason that is, those who have resigned, were dismissed (this includes redundancies, end of fixed contracts etc.) or have retired. So, the staff turnover rate for the year April to March was 17.65%. To calculate the annual staff turnover, the organisation started the year (April to March) with 20 active employees and finished the year with 150 active employees.ĭuring that period 15 employees left so the calculation would be: So, the staff turnover rate for the month of April was 40%.īy adding together all the monthly staff turnover rates for the year and dividing that figure by 12, the organisation can calculate a monthly average staff turnover percentage rate. To calculate the monthly staff turnover, the organisation started the month of April with 20 active employees and finished the month with 30 active employees.ĭuring that period 10 employees left so the calculation would be:Ģ0 + 30 ÷ 2 = 25 average active employees
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