High Employee Turnover? Here are the Ways to Prevent it!

If you're managing a small business, it's tough whenever you have to deal with employee turnover. One person can impact productivity and morale of a small staff. Not to mention, it takes time and money to hire and train someone new.

But you have the power to change this, you can stop employee turnover before it starts. Here are some main reasons employees resign and what you can do to stop them.

1. No career path. 

One of the key reasons employees resign is that they don't think there's any way to move upwards within their companies. This is a common problem at small business since there are limited opportunities for upward mobility are few and far between.

Of course, that doesn't mean you can't help employees create a satisfying career path that meets their goals.

2. The absence of work-life balance. 

The great thing about work-life balance is that it helps employees as much as it helps the employer, and it’s also good for business. Ask your employees what you can do to help their schedules and see if you can decide to let them work from home a few times a month or create more flexible schedules. 

3. Employee burnout. 

Nowadays, employee burnout is prevalent in the workplace as employees are always pushed to “do more with less.” When push comes to shove, employees will begin to find a new workplace with a less stressful environment.

If you experience this at your company, there are steps you can take to reduce their workload and stress and stop burnout, such as helping them prioritise projects and handle their time or bringing in some temporary workers.

4. Bad relationship with managers/supervisors. 

According to Gallup research, an estimated 50% of workers quit their jobs “to get away from a bad manager."

But what determines a bad manager? In a separate CareerBuilder study, employees who showed the least satisfaction with their managers said they needed improvement in the following areas:

• communication style,

• attitude toward employees,

• equal treatment of employees and

• recognition of employees’ good work.

Make sure your managers are providing your employees with the support they need. Survey your workers to find out where management could improve and take the necessary steps to fix these areas.

5. Poor relationship with colleagues. 

Apart from managers, employee relationship is just as important. Study shows a direct connection between job satisfaction and how well people get along with their colleagues. Unfortunately, not all companies get along “like family.”

Learn the signs of toxic work culture and, if you recognize them, take steps to eliminate the problem.  

6. Employees demand higher wage. 

This is a difficult area for small businesses, where they cannot always spend as much as bigger companies. If you can’t afford to offer your employees a raise, you can instead offer perks that can help them save money and help fill the compensation gap.

These include transportation and parking benefits, work flexibility and extra annual leave days. 

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