We can argue that we’ve had enough talk about The Great Resignation, but we can’t turn away from it. Attrition is at an all-time high, and while the employee turnover rates of different businesses vary, a high rate can take a toll on our companies. Given that every business and corporation have to invest in their people, the concept that the people we hire will only remain for a short work timeline is frankly, a losing return on investment.
That being said, we can manage this problem by practicing sustainable and ethical managerial approaches that foster healthy work relations while encouraging collaboration and productivity.
Here are 5 Good Managerial Practices to Reduce Attrition that you can try out in your own office.
Managerial Practices to Reduce Attrition
Improve existing work relations.
We can’t expect our employees to treat our customers well if they themselves feel that they are mistreated or exploited. So, grab the opportunity to foster a fun work culture that not only values your people for their commitment but rewards them for their achievements.
Engage and encourage.
We spend most of our hours within our offices or at work, so the least that we can do is to make the environment pleasant and motivating. Managers should be accessible to their people, not only as mentors, but also as a friend, a collaborator, and a cheerleader. People stay where they are seen and valued.
Provide clear goals and objectives.
People find it hard to work without direction or purpose. As manager, make sure that your people understand what you want to achieve, or how you want something done. It is important that roles and responsibilities are clearly defined as you move forward. If you can show your people that you truly understand what needs to be done, they are more inclined to work efficiently, and even take initiative.
Trust your people.
Once we make our people accountable, we find the leaders. As managers, we may feel like we have to take the reins at all times. While this is generally true, people are actually willing to help you if you know how to properly delegate responsibilities. Make your people feel that they are important to the success of the company, and you may be surprised at how well they can perform.
Provide opportunities for growth.
Allow your people to explore, rediscover themselves, and outgrow their potential. Open doors for them that lead to opportunity, because these kinds of changes do not necessarily put stability at risk. It is stagnancy that pushes people out the door, and we should steer them away from that direction.
At StaffCX, we ensure that every employee finds a job that matches their skill set and aptitude, and that every company hires the best people for their organization through us.
At StaffCX, we redefine Customer eXperience.
