5 ways to reduce staff turnover

Staff turnover is a common problem in many businesses. It can be costly and disruptive to lose valuable employees. However, there are ways to reduce staff turnover and keep your team together. Here are five tips form TLC to help you do just that.

1. Create a company culture that embraces diversity The "company culture" is a term used to describe the cultural identity of the company. It describes the company’s values, ethical standards, and its sense of style. It may be the most important aspect of your business and will also determine how well your employees receive compensation. In this article, we’ll look at 5 ways to improve your company culture, as well as analyze specific aspects that will help you run your business better.

2. Offer flexible work schedules and remote working opportunities to employees "The world is a better place when more people are working from home". While this quote doesn't directly apply to the workplace, it certainly applies to any part of your life. Wherever your job may be, whether it's in a corporate office or as a freelancer, if you don't have the freedom to work at home and get paid for it, then you're probably not going to be successful.

Take a look at the following infographic on workplace flexibility. It's everything that we need to know about workplace flexibility! It can be hard to find someone who is willing or able to provide you with this type of flexibility in your business. However, there are plenty of companies out there who can help make this happen. Below are just five ways that they can help you with this task:

1. Collaborative Working – This is when employees work together on projects or tasks outside of their scope of work. The key benefit is that every employee has access to the same resources and knowledge with all members working on the same project.

2. Remote Working – This allows employees to work from anywhere because their work will not interfere with other assignments for the company at any given time. This type of working allows employees to spend more time on their personal lives, but still receive benefits from working for the company such as flexible hours and payment based on productivity only when needed.

3. Flexible Scheduling – Employees are paid based on how much work they complete and how many hours they put in each week regardless of where they're located within the company or what sector they're assigned in (usually full-time vs contract).

4. On-Demand Work – Employees are able to take whatever time they want off and come back whenever they need an additional activity or activity that isn't scheduled into their day-to-day routine (for example, taking care of someone else's child). If an employee needs additional time off after hours during regular business hours, he/she can stay home and have some extra time allotted for them instead of having company policy require them to clock out early after completing their tasks before getting back into business duties again (which would involve having them clock out early again). In addition, being able to take up one hour per week off means that employees will likely be able to create even more free time than usual when needed because it'll always be available instead of having limited availability due to enough other commitments happening at the same time (such as weddings).
   

3. Provide ongoing training for your staff, both in-person and online

"As a business owner, you should be aware of the high turnover rate among your staff. It is important to understand why there is such a high turnover rate in your business so that you can develop a culture that welcomes diversity and encourages teamwork. You can do several things to reduce staff turnover: 1. Create a company culture that embraces diversity 2. Offer flexible work schedules and remote working opportunities to employees 4. Offer competitive salaries with bonuses or commissions based on performance 5. Give regular employee fee or pay increments to retain good staff members."

4. Offer competitive salaries with bonuses or commissions based on performance

Employee turnover is a common issue across the board. It’s hard to stay competitive if you don’t have employees who are willing to work for affordable salaries with good benefits. One solution that has been implemented by some companies is to hire more women and minorities. But don’t do it blindly just because it makes good business sense. The fact is, the workforce isn’t intrinsically more diverse than any other group of people. In fact, many studies have shown that there is little difference between the number of women and men in the workforce — despite popular belief that women are inherently better at certain things (like math). Instead, companies can think about how they can make themselves more attractive to prospective workers by improving their culture and offering employees perks like flexible work schedules and remote working opportunities.

5. Give regular feedback to employees about how they're doing at their job "We were shocked to discover that the average rate of employee turnover within a company is as high as 30 percent. Here are a few tips on how to reduce staff turnover." 1. Create a company culture that embraces diversity 2. Offer flexible work schedules and remote working opportunities to employees 3. Provide ongoing training for your staff, both in-person and online 4. Offer competitive salaries with bonuses or commissions based on performance 5. Give regular feedback to employees about how they're doing at their job"

6. Consider the needs of each employee when assigning tasks - not everyone is cut out for every type of role in the workplace" If you’re in the business of hiring, you’ll have an idea of what kind of job a particular employee has been doing before placing them in your organization. And if you have a detailed account, you can use that to ensure that person’s skills are aligned with your work. If you don’t have that kind of data, however, it can be a challenge to determine whether someone is right for the role or not. You need to ask yourself the right kinds of questions — like how long they’ve been working in that position, how long they’ve been there before and how often they do things differently and better than their peers.

Even when you have all that data — if it needs to be collected, consider doing so as part of a larger process called "goal-setting." This process involves identifying specific tasks and goals for each employee so each gets exposure to a task that better matches his/her talents.