Turnover isn’t just a morale-killer – it’s expensive. You already know how costly it is to recruit, hire, train, and repeat.

The beginning of the year is a popular time for employees to evaluate their career goals. It’s also a great time for strategic recruiters to tap into talent that may just be “thinking about” pursuing a new path. It happens every year and it’s time to do something about it.

“But, Jada, I can’t force employees to stay.”

True! As HRs, that’s frowned upon. But, what can you do?

 

  1. Get ahead of it with a New Year Kick-Off

Use a New Year Kick-Off or a Workplace Pep Rally to start the year off strong! This is a perfect time to recap the wins of the last year, share the goals for the year ahead,  provide awesome company updates, and throw in some recognition! How is this going to prevent turnover you ask? It can make employees feel included in the future direction of the company, provide an idea of what’s to come, and foster comradery. Win-Win!

 

  1. Ask for Real Feedback

It can’t just be another employee survey that gets dropped into their inbox. Ask real questions about the company goals, what does being happy at work actually mean, what is the most annoying thing about work, what would they like to be doing in 2 years, and give them an opportunity to ask leaders questions. There is so much power in asking the right questions.  Don’t be afraid to ask questions in team meetings, focus groups, surveys, etc.

 

  1. Hold Stay Interviews

Talk your leaders about those who have shown signs of disinterest or lack of engagement. This may include employees that are late to work, leaving early, don’t seem as chipper as usual. HR or the CEO should schedule one-on-one meetings to ask the right questions. Please see #2. Find out why they stay and what the future holds. Note: Don’t leave out the rockstars–high-performers need love to.

 

  1. Develop the Hiring Plan Now

Don’t wait for someone to leave, create the plan of action now! How? If someone tells you tomorrow that they are leaving, you should already know the immediate next steps, pipeline, and the approximate timeframe that you will be missing a team member. Identify a recruiting partner with your same level of urgency or ensure your HR has a “Recruiting Game Plan” ready to launch.

 

-Jada Willis, CEO of Willis HR