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Target the turnover: retaining employees has far-reaching effects.



CAN YOU LET YOUR profits walk out the door? Whenever an employee terms, your investment in him/her goes out the door at the same time. And, the backlash is that your customers must suffer, too. New hires always start out low on a quality/productivity curve, so that means longer response times, incorrect or incomplete data and even higher costs, since customers share in these low they make a purchase or use your service. The same is true for recruiting and other replacement costs.

WHAT DOES TURNOVER COST?

Chances are, you Probably know how much recruiting can cost. However, the true impact of turnover is hidden in many other related costs, and there are several turnover costing models available. You will be shocked by the results! The U.S. Department of Labor rule of thumb is replacement costs equal 33 percent of the annual salary--which at $6 an hour is $4,160. Most experts feel that the DOL DOL - Display Oriented Language. Subsystem of DOCUS. Sammet 1969, p.678.  standard is very conservative, and suggest from 50 percent to 200 percent of annual pay. So, replacing a manager or highly technical employee could easily cost you more than $100,000.

Direct costs include advertising, recruiter fees, job fairs, employee referral fees, credit/reference/background checks, test fees, sign-on bonuses, relocation RELOCATION, Scotch law, contracts. To let again to renew a lease, is called a relocation.
     2. When a tenant holds over after the expiration of his lease, with the consent of his landlord, this will amount to a relocation.
 costs, training, communication, etc. Indirect costs Indirect costs are costs that are not directly accountable to a particular function or product; these are fixed costs. Indirect costs include taxes, administration, personnel and security costs. See also
  • Operating cost
 include lower productivity, morale impact, overtime, business disruption disruption /dis·rup·tion/ (dis-rup´shun) a morphologic defect resulting from the extrinsic breakdown of, or interference with, a developmental process. , etc.

A positive effort to reduce turnover has more far-reaching effects than replacement costs. Consider that a large retail chain reports that its low-turnover stores had 22 percent higher sales per employee. Or that a trucking company achieved a 50 percent increase in profits after cutting turnover in half. Turnover in the fast-food industry is legendary--but one chain found that stores with 100 percent turnover had profit margins 50 percent higher than stores with turnover of 150 percent.

WHAT CAUSES GOOD PEOPLE TO LEAVE?

Most of us would top the list with money. Certainly we all remember good employees who left for a big pay increase. Some of us have even "bought" good employees to attract them from a competitor. But money is never the root cause for leaving All of the large consulting firms Noun 1. consulting firm - a firm of experts providing professional advice to an organization for a fee
consulting company

business firm, firm, house - the members of a business organization that owns or operates one or more establishments; "he worked for a
 have done employee surveys to target reasons why employees quit and money is never in the top 10 reasons. The most common reasons for leaving include:

* Didn't feel that their contribution was valued

* Supervisor relationship was bad

* Lack of training and ongoing support

* Offered more responsibility and growth

* Wanted to grow technologically

* Lack of recognition and/or communication

HOW TO PREVENT BAD HIRES

When you hire someone, the opportunity for success can often elude e·lude  
tr.v. e·lud·ed, e·lud·ing, e·ludes
1. To evade or escape from, as by daring, cleverness, or skill: The suspect continues to elude the police.

2.
 you. How to improve this process, you ask? One big step is to standardize stan·dard·ize
v.
1. To cause to conform to a standard.

2. To evaluate by comparing with a standard.
 the selection process, so that yon know that all candidates get the same complete and positive in formation and introduction to you. This is also a wise step for legal reasons and should include standardizing the interview questions (to one set of legal questions you ask every candidate for each position). One national firm even found that a computerized computerized

adapted for analysis, storage and retrieval on a computer.


computerized axial tomography
see computed tomography.
 interview process resulted in 10 percent lower turnover.

Most important, do you really know who these new hires are? Have you verified degrees, licenses and past employment? Have you run a criminal check? The last place you want your profit to be used is to defend a negligent-hiring suit. Background checking is a bargain!

Jeff George Jeffrey Scott George (born December 8, 1967 in Indianapolis, Indiana) is an American football quarterback, currently a free agent of the National Football League. He was the first overall pick of the 1990 NFL draft by the Indianapolis Colts. , human resources The fancy word for "people." The human resources department within an organization, years ago known as the "personnel department," manages the administrative aspects of the employees.  director of WorkSmart Systems, contributed to this article.
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Title Annotation:Human Resources
Author:George, Jeff
Publication:Indiana Business Magazine
Geographic Code:1USA
Date:Oct 1, 2003
Words:572
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