3 Quality Questions to Cut Turnover Now | 2-Minute Video

To what length would you go to cut turnover now?

More comp? Better benefits? Fancy perks? Increased flexibility?

You might think those are the cures, but they aren’t addressing the real ill behind turnover.

The biggest problems behind turnover are usually things much closer to employees’ hearts: relationships, connections and camaraderie at work.

More Money Won’t Cut Turnover Now

It’s important to think about turnover early and often because you’ll likely see employees leave this year. Nearly a third of hiring managers expect turnover will increase this coming year, according to the Express Employment Professionals-Harris Poll.

And the reasons vary: About a quarter believe employees will leave for better perks — such as summer Fridays and unlimited vacation days. Some HR pros say employees will go for a better company culture and some will simply retire.

But the bottom line is people will leave because there’s a disconnect — whether it’s between them and their boss, their colleagues, the company culture or job expectations.

Fortunately, one researcher found it might not take much more than asking employees the right questions at the right time — and most importantly — responding in the best ways to curb turnover now and always.

In this episode of HRMorning’s 3-Point, we talk with an ADP expert on turnover issues and how personal connections can truly reduce them.

Click, watch and listen for more details on how to build connections in the workplace, improve culture and keep your employees longer.

Transcript (edited for clarity):

Someone is going to quit. Soon.

That’s the reality for HR professionals. More employees are eyeing exits early this year, according to the Eagle Hill Employee Retention Index.

Some people in the survey say they don’t have confidence in company leadership. Others just aren’t into the culture. And the return to office war rages on.

So if employees are thinking about quitting, how can you change their minds?

Leschke-Kahle: One of the most powerful things organizations can do, and as HR and talent practitioners — we kind of own this process, if you will — is increasing the frequency of connection between people at work. I know it sounds so obvious and it sounds really simple, but the data is clear that it just doesn’t happen often enough in the context of work. 

Here’s the good news: Making those connections isn’t going to cost anyone a boatload of money or an afternoon of time. It’s mostly about curiosity, sincerity and action.

Leschke-Kahle: It’s really simple to do. It sounds like: What are your priorities this week? How can I help? How are you feeling? Those three questions, if someone asks us those, is curious about those, at least once a week, we see all of those downstream metrics that are so important to us in the organization, as well as in HR. We see all of those positively impacted. 

As HR leaders, you probably can’t sit down with every employee every week to connect. And that’s OK because, truthfully, you want front-line managers to make the connections.

Just give them the guidance on how to do it. Ask:

• What are your priorities this week? Make sure they’re aligned with what’s important to team goals and personal ambitions.
• How can I help? Many times, employees just need a sounding board, a little extra time – or possibly a big push. Just asking makes all the difference in their ability to get it done.
• How are you feeling? This opens up even the briefest conversation to connect personally and professionally.

If you can connect with employees now, you can likely reduce turnover for the rest of the year. And won’t that make HR’s job a little bit easier?!