Workplace Culture: Is Your Turnover Low or High? Part 2
“What does the Lord require of you but to do justice, to love kindness, and to walk humbly with your God? (Micah 6:8)
When we consider "Work Culture," we often think about the feeling of the organization. Low turnover is actually based on efficient strategies and thoughtful procedures which consider the needs of the business and seek to understand what is essential to each individual.
Before starting Part 2, let's review the first five issues discussed in Part 1 to help decrease staff turnover. They include:
hiring the right people
keeping up with the market rate, offering competitive salaries & total compensation
closely monitoring toxic employees
rewarding & recognizing employees, and
I hope you had the opportunity to try at least one of these tips. I took time this week to review the market rate for physiotherapists, as it is time to review the current compensation model. This proved to be extremely helpful this week in discussions with one of our physiotherapists, who is an absolute pleasure to work with. We came to a very satisfactory agreement which blessed her and let her know how valuable she is.
What are some more tips on how you can decrease staff turnover? Netsuite has more wise advice to consider in the following three suggestions.
1. Prioritize work-life balance. An employer has an opportunity to assist people in their work-life balance. When an employer understands how vital this support is, loyalty can grow. This loyalty provides a supportive environment and can be a key reason people continue to work in that workplace. If possible within the organization, flexible hours and remote work are suggestions for assisting an employee.
A Good Tip: Parents appreciate an employer who understands that taking a few hours off during the workday to watch a child in a competition, an artistic event, or school function is greatly appreciated. An employee who feels comfortable asking for this feels less stress about work-life balance. Those are important times a parent cannot get back. In what ways can you help your staff have a healthy work-life balance?
2. Pay Attention to Employee Engagement. There are many things to consider in employee engagement. According to Gallup, a big factor is the relationship the employee has with their manager. Engagement refers to meeting social and emotional needs and the higher the engagement, the less the turnover. There are many different ways to facilitate this and it will vary, depending upon the organization. It can include things like a good physical space which people enjoy working in. For instance, since COVID, each physiotherapist has their own designated working area and they enjoy this. It could also include things like complimentary lunches, acknowledging birthdays and long service, and having fun holiday parties.
A Good Tip: Get to know what your employees enjoy. If you are not sure: ask them. What is one thing you can do this week to improve employee engagement?
3. Define and Develop Corporate Culture. Company culture plays a key role in how much employees enjoy their job and workplace. According to Forbes, “Culture is really the small set of values that determine how you do things in your organization on a daily basis. These values should drive the three main buckets of business behavior: how you communicate, what you prioritize and what gets rewarded.”
A Good Tip: If someone asked you what your corporate culture is (and people may ask this during an interview), be prepared to answer. One thing you can do this week is to define your corporate culture or review your present one. There are different tools you can use, so look for an Organizational Culture Assessment that works best for you and your business.
May God richly bless you this week as you consider your employees’ work-life balance, employee engagement and your definition of corporate culture. Have a great week!
Bonny, Christian Women at Work