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Breaking The Employee Turnover Trend



Many researchers and sociologists have referred to the mass resignation of workers that occurred from 2021 to 2022 as the "Great Resignation." It is anticipated that this trend will continue into 2023, with reports suggesting that 56% of workers may consider changing jobs in the coming year.


Numerous data sources have investigated the various factors behind these high resignation rates, with particular emphasis on "economic rewards." Other factors include poor corporate culture, burnout stemming from the widespread adoption of remote work due to the pandemic, lack of flexibility, and inadequate performance evaluations.


While these statistics and predictions may seem pessimistic at first glance, the majority of voluntary resignations could be avoided with proper preventive measures. This article introduces solid and effective strategies to foster a positive and productive corporate culture, aiming to retain employees.


Cultivating a Constructive Corporate Culture


Research indicates that approximately one-third of newly hired employees tend to resign within 90 days of starting their jobs. The primary reason for their decision to leave is often the mismatch between the actual corporate culture and job responsibilities and what they expected or anticipated. To address this issue, it is essential to build a positive corporate culture that reflects the organization's values and fosters high-quality motivation aligned with the overall goals of the organization.


Building a positive corporate culture is one of the best ways to attract candidates with a strong motivation that harmonizes with the organization's objectives. It also has the effect of building engagement and commitment among existing employees. Organizations can cultivate a strong corporate culture by promoting open communication, transparency, recognizing achievements, and providing rewards. Creating a supportive work environment that encourages collaboration between departments and offers frequent opportunities for learning and growth can lead to continuous improvement.


Furthermore, a positive corporate culture that embodies the organization's identity demonstrates the organization's sincerity and dedication to its vision and values to external stakeholders.


Offering Competitive Compensation and Benefits Packages


One of the main reasons employees leave their jobs is related to compensation and benefits. However, this fact suggests that employers have some flexibility in managing their compensation systems. Organizations need to regularly evaluate their salary structures and benefits to ensure competitiveness within the industry. Comparisons with similar companies or roles in the market are crucial to verify alignment.


Providing a range of benefits such as performance-based incentives, bonuses, comprehensive health insurance, vacation policies, and retirement plans that support stability after retirement can enhance employee satisfaction and commitment. However, offering competitive compensation and benefits alone is not enough. Establishing clear guidelines on overall compensation and communicating them transparently to employees is crucial. Effective management processes that focus on fair evaluation and reward for high-performing employees are essential to reduce turnover rates attributed to compensation issues.


By maintaining transparency and providing a comprehensive compensation package, organizations can demonstrate a commitment to paying employees commensurate with their skills and contributions.


Providing Abundant Growth Opportunities


Insufficient compensation and benefits, along with a weak corporate culture, are not the only reasons employees leave; a lack of career growth opportunities is also a significant factor. Organizations that demonstrate a commitment to employee career development and professional growth foster a culture of engagement and loyalty. When employees perceive ample opportunities for progress, learning new skills, and building networks, they are more likely to stay within the organization to utilize these resources.


Moreover, by proposing a wide range of career options, including changes in roles, inter-departmental rotations, and even international career advancement opportunities, organizations can gain significant advantages in discovering and retaining employees' hidden talents.


Introducing Flexible Work Schedules


In the post-pandemic era, employees are showing a keen interest in workplace flexibility. Organizations that support flexible and remote working conditions have reported approximately 25% lower turnover rates than those that do not. Flexible work schedules include not only remote work or telecommuting but also flextime, part-time schedules, shortened workweeks, or office rotations within teams. While labor conditions may vary by industry, organizations can provide flexible and hybrid working options for employees while maintaining productivity equivalent to traditional working conditions. Offering flexible work schedules helps organizations create a more desirable work environment for employees, reduce the risk of burnout, and improve job satisfaction and retention rates.


Conclusion


Employee turnover is an inevitable phenomenon in organizations, but strategic approaches can help curb the departure of talented employees while reducing turnover rates. To address the high turnover rates, adopting a comprehensive talent retention strategy that includes opportunities for career advancement, competitive compensation and benefits packages, and flexible working conditions is essential. Regularly evaluating and reassessing existing retention strategies provides a foundation for human resources managers and executives to quickly identify issues and implement appropriate improvements. This, in turn, can lead to increased job satisfaction, improved productivity, and the maintenance of long-term employment relationships.



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