EnglishGerman

Loss prevention instead of recruiting - 4 Tips: How to prevent employee fluctuation


Top20 German bloggers, referenced inZEIT, Wikipedia &Blogger Relevance Index, Since 15 years change of the working world: Consulting, Books, News service Best of HR,Seminars&Canoe rental.
Copyright:Image material in a cooperation free of charge provided by Shutterstock.

Hängingend looking for Company Specialists for their vacancies. However, far too few people are asking themselves how they can detect employees willing to leave in good time and prevent unwanted employee turnover. This article shows how loss prevention can look like. Loss prevention instead of recruiting - 4 Tips: How to prevent employee fluctuation


Writing for you: Anne M. Schüller is a management thinker and multiple best-seller author. Profile

Further information & services? Will you member or take advantage of our regular newsletter!

Wanted fluctuation vs. employees escape

If it becomes increasingly difficult to find new good employees, it means to focus more on the ones you already have. But unfortunately there is often a lot in the arge: While in the front the recruiters do their best to get rid of candidates elsewhere, run behind their own people.

Logically, there is in each Company a natural melting rate. We can not hold all our employees - and sometimes we do not want that too. Moderate employee migration is quite normal these days. And as long as only the less good go, fluctuation for "blood replenishment" is also desirable.

Collateral wound: often enough homemade

In addition, altered living conditions can lead to failures. Or the competition offers better design and development possibilities. The fast information accesses on the Internet certainly play a considerable role. The emptied labor market makes the take-off easy for many. And the changing social behavior is a fact. Lifelong employee loyalty is obsolete.

But all that explains employee flight only in part. The lack of employee ties and the associated losses are often enough homemade. They have - in addition to a poor professional fit or interpersonal incompatibilities - on the one hand to do with the corporate culture and on the other hand with a problematic leadership behavior.

4 Tips: This is how companies prevent high employee prevention

So what can companies do to prevent high employee fluctuation? The short answer is to operate in time loss prevention. Companies should consider the following 4 points.

1. Do not destroy loyalty

"Why should I behave loyally," many workers wonder, "if I can not expect loyalty from my company?" Companies must be loyal. But they are only able to do so if they live loyalty to their employees, customers and cooperation partners. If they do not do that, they have no right to demand their loyalty.

Many organizations systematically lost the loyalty of their employees. And whenever the economy grows better, they get the receipt for it: old bills are settled. Among the dissatisfied, frustrated, and disappointed employees, the best of the world drove in droves.

The biggest losers of loyalty are these:

  • emotional coldness and lack of humanity
  • Top-down behavior and loss of trust
  • a poor separation management

Anyone who is already working on these points alone can considerably increase the employee relationship.

2. Learn from outsiders

Only then, if one knows the actual exchange causes, one can do something about it. For, behind the rational and rational motives and motifs of the subject, quite different, true reasons are often found. Many employees actually terminate an employment relationship because of interpersonal misconduct, more precisely because:

  • her well-being within the team was limited,
  • they have been more or less miserable,
  • they did not receive recognition for their efforts,
  • one did not care about their further development,
  • they have never told you how important they are as employees.

Experienced executives with a flair for the quiet sounds can recognize a threatening migration before it is too late: short-term single holidays, neglect, lack of concentration, lower general interest, reduced concrete commitment. Anyone who correctly interprets the signs can possibly stabilize endangered employee relationships in good time.

You have a slight suspicion? Of course one can not fall with the door into the house, one will rather try to feel gently. Ask: "Is there something we should urgently need to talk about?" The employee's answer is evasive or does not sound plausible? His body language speaks volumes? Then you will light up!

Observations on migration-critical events can be successively refined, in order to develop key figures, to develop forecast models and to install an early warning system. Exit interviews are also ideally suited for this purpose.

3. Exit interviews

Everyone who goes, takes something with and leaves something: experiences, impressions, experiences, emotions. Before an employee closes the door forever, he may have the desire to discuss one or the other with you. Whoever goes, is now easier to talk, courageously, clear text.

And yes, quite apart from the possible anger for the departure, the employer also needs courage to conduct sound exit interviews. For unpleasant things can be said. On the other hand, you can learn a lot when you ask wise questions.

Explain that an exit conversation is always voluntary, and that it is not a turn talk. Name plausible reasons for the mutual benefit and show appreciation. Do not justify yourself and defend anyone, just listen with interest. Capture and analyze what has been said. And then: change what!

Exit interviews should only be carried out if the employee no longer has to fear any negative consequences so that he can name his reasons for the change completely free of charge. Therefore, you must first complete all formalities, including your work certificate.

4. Exit interviews correctly

From long questionnaires I advise. This is corrosive and cumbersome for the interviewee. Instead, prepare a small questionnaire. A neutral (!) Third leads the conversation then best verbally, formless and free. Some suggested phrases:

  • What is the main reason you originally came from?
  • What did you really like from your point of view?
  • What would you change or improve?
  • What will be your most positive, what will be the most negative memory?
  • What are the advantages for you?
  • What would have happened to make you want to stay?
  • Can you imagine coming back to us?
  • What should we give your successor?

However, references to maladministration, the working conditions and the management behavior of the supervisor do not bring the departing employee back. However, they can improve a lot for the remaining ones, counteract a further fluctuation and thus save a lot of costs.

"In addition, you can learn a lot about how to remain competitive," says Personalberaterin & Best of HR - Berufebilder.de-Authorin Sophia von Rundstedt, In addition, bad oral propaganda and negative assessments on opinion portals can possibly be averted or at least mitigated by such a conversation. Each emigrating employee is an ambassador of the company and can hinder many talents from applying.

More information? Take advantage of our e-courses & personal advice


E-Courses Consultingoccupations pictures

You want to comment here? Please the Debate Rules comply, contributions must be unlocked. Your email address will remain secret. More information on the use of your data and how you can counter this can be found in our Privacy Policy.

  1. To follow debate on this post
  2. All debates follow
  3. Subscribe to debates via eMail (add link here!)
  1. Michael Assmann

    Loss prevention instead of recruiting - 4 Tips: How to prevent employee fluctuation - Highly recommended 8c2DfMvyHT

  2. Ursula Rosengart

    RT @anneschueller: Loss Prevention instead of #Recruiting - 4 Tips: How to prevent #main worker fluctuation - Highly recommended ZaENJCAh4z

  3. Anne M. Schüller

    RT @anneschueller: Loss Prevention instead of #Recruiting - 4 Tips: How to prevent #main worker fluctuation - Highly recommended ZaENJCAh4z

  4. كل الغلا

    RT @anneschueller: Loss Prevention instead of #Recruiting - 4 Tips: How to prevent #main worker fluctuation - Highly recommended ZaENJCAh4z

  5. Anne M. Schüller

    Loss Prevention instead of #Recruiting - 4 Tips: How to prevent #main worker fluctuation - Highly recommended ZaENJCAh4z

  6. Manfred Stockmann

    RT @anneschueller: Employee Loss Prevention instead of #Recruiting - 4 Tips: How to prevent #main worker fluctuation - Highly recommended Z ...

  7. Anne M. Schüller

    Employee Loss Prevention instead of #Recruiting - 4 Tips: How to prevent #main worker fluctuation - Highly recommended ZaENJCAh4z

  8. RAin_Kammer

    4 tips: How to prevent employee turnover - XING industry news - Highly recommended L3uZusZtEp

  9. Stefanie Berg

    Loss prevention and #membering - that's also part of #Employer #Branding: - Highly recommended XT2aC4aQrR - Highly recommended yhCyNwtyXV

  10. St_Hornung

    RT @Berufebilder: Loss prevention instead of recruiting - 4 tips: How to prevent employee turnover - - Highly recommended SecV8XDPpl

  11. jobchannel ag

    RT @jobcollege: Loss prevention instead of new recruitment - 4 Tips: How to prevent employee fluctuation by Anne M. Schüller https: //t....

  12. karriere-thurgau.ch

    RT @jobcollege: Loss prevention instead of new recruitment - 4 Tips: How to prevent employee fluctuation by Anne M. Schüller https: //t....

  13. sun wanderlust

    RT @Berufebilder: Loss prevention instead of recruiting - 4 tips: How to prevent employee turnover - - Highly recommended SecV8XDPpl

  14. Job college

    Loss Prevention Instead of New Recruitment - 4 Tips: How to Prevent Employee Fluctuation by Anne M. Schüller ... - Highly recommended 5hswAPyHY4

Post a Comment

Your email address will not be published. Required fields are marked with * .

I hereby accept the Debate Rules and the Privacy with the possibility to contradict the use of my data at any time.