One Step to Reducing Turnover

Turnover: A soft, flaky, warm fruit filled, icing drizzled, gluten wrapped, calorie laced breakfast confection.


Turnover: A cold, difficult, dark abyss of disappointment and degrading employee morale.

Which would you rather have? Personally, I would rather have the yummy breakfast pastry, but really what we need to discuss is the kind that haunts the dreams of HR managers everywhere. I see all these posts and leadership quips: “Employees leave bosses not jobs”, or “How to Make the right Culture to keep Employees”. This is cute and gets your attention, but is it reality?

There are a few things that companies miss when they are dealing with high turnover. HR departments have people working in them. Real, live, warm blooded, human beings. That means they have relationships, friends, emotions, expectations, disappointments, mistakes, and fears.

Being a human being is even harder when task with also being neutral and objective in EVERY task EVERY day. The range of difficulty for the HR department personnel differ from smaller to larger companies.

  • Small companies: Your HR team will have issues with close relationships. There are all kinds of issues concerning nepotism and friendships that evolve over time. That means that firing or coaching a poor manager or employee would be hard. News travels fast in a small company. Layoffs, seasonal or not, manager abuses, and salary comparisons can be a cancer to the HR department/person. Loyalty is a crazy thing to break apart when people have lunch, are online friends, and hire babysitters from the pool of older children of co-workers.
    • Turnover can stem from lack of internal fortitude. Meaning that no one wants to feel guilt, or displeasure of firing, or reprimanding a manager that can’t be easily replaced. Leaving an empty hole at the top of the organizational chart is harder to deal with than small easily filled slots below.
  • Large companies: Just as a small company has challenges with separation on a small business, HR in a large company can stem from being disconnected. Every employee is a number, a department, or a title. That means that the relationships are based not on personal experience, but on hearsay. Poor mangers might automatically have their story believed because they are managers, not because they are right. Poor employees might fall through the cracks due to volume and responsibility of the HR team.
    • Turnover can stem from lack of involvement. In a larger company, poor management may be harder to spot in the crowd. Performance goals are watered down, or discounted for one reason or another. KPI’s are put down for not just outwardly performing departments but also HR. This just adds another layer of issues that cover up bad management or employee performance.

Other than culture and relationships, what else can cause issues with the HR department that result in higher turnover rates? There are some questions that every employee should know the answer to:

  • Does John or Jane Doe Employee know what he/she is worth as an employee?
  • Does your HR department know what THEY are worth?
  • Do the guys and gals in assembly, sales, marketing, warehouse, manufacturing?

I am going to venture to say no. Probably not. At least not fully. There are signs and symptoms you can see in an organization that has issues:

  • Us vs Them mentality
  • High volume turnover in a single department
  • One position is constantly in flux
  • High usage of sick days in one department vs. vacation in others

The point of this is, turnover is a company killer. Not only does it kill morale, turnover kills profits. Profits is what people come to work at your company for. However, if you are having the above issues, people are probably just coming to work for a paycheck.

Educating your teams of PEOPLE on how to understand their worth in the business cycle can be very daunting. However there is a way to show them and give them the opportunity to succeed and come to work every day for the profitability of your company. Talent and Business Reality 101 both succeed at teaching an ENTIRE COMPANY at ONE TIME, the EXACT value of each person, roll, department, success, and failure.

  • End Us vs. Them
  • Demystify company financials
  • Destress the HR department
  • Energize and De-silo your company
  • Bring back teamwork
  • Stop Turnover (unless you want a pastry!)

ONE, SINGLE, DAY. Change everything. A new way to educate using a game-format that everyone can play, enjoy, and understand regardless of previous experience or educational level.

Contact Bill Albert TODAY, do not wait, do not guess, do not miss out. Your company and your bottom line deserve it.

Don’t believe us? Check out the testimonials on our website and read this!

“I have been in the electrical wholesale distribution industry for 27+ years and have participated in a number of training classes/workshops. I thought the ‘Pricing and Business Simulation’ training I recently attended was excellent. The lesson(s), the cash flow cycle and evaluating an entity’s operating performance (EBIT), took me several years to truly understand in a practical sense. For the most part, I learned it on my own. I wish I had the opportunity to participate in a class like this 20+ years ago. I think it is great that all levels of employees had the opportunity to participate … For some it may have an immediate impact. I also love how it was tailored it to the wholesale distribution industry and IES. I enjoyed watching others, inspired and motivated to do their best, and watching the light bulb go off. This was so well done! Thanks for giving me the opportunity.”

Joe Sabatino Director of Logistics, Independent Electric Supply, Inc.

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