Possible Solutions for Reducing Turnover

Exploring Wage Analysis Benefits

as a Possible Solution for Reducing Turnover

For some businesses, it can seem like their employee workforce is constantly revolving and changing with little long-term success. While many management members may not realize it, the impact that turnover has on the business is often immense and can quickly impact morale or efficiency levels. Without taking the time to research the problem and come up with an adequate solution for reducing turnover, this will inevitably dig into the available budget that the company has. As many industries are experiencing unprecedented turnover, employers now need to find innovative solutions to retain top talent.

While there is often no one solution that can reduce employee turnover, wage analysis benefits are often one of the best ways to incentivize employee commitment. This strategy will usually accommodate any employee's base level needs and ensure they are being paid a fair wage for the position they maintain. This approach may also be beneficial in high-stress or tedious positions that experience even higher turnover levels. Knowing the appropriate salary to offer potential or existing employees may seem like a challenge. With adequate research, employers can utilize wage analysis benefits to influence employee commitment long-term further.


How Do Wage Analysis Benefits Reduce Turnover?

Far too often, modern employers will hire the best available candidate as soon as possible, even if they aren't the top talent available. This, in turn, further compounds turnover because those employees may only see the company as a temporary solution or may not have the skills needed for longevity. Alternatively, suppose an employer has taken the time to accurately define job duties and determined a fair market wage for those skills. In that case, they will not only attract the right talent, but they will also be able to hire candidates looking for long-term job placement.

Many employers falsely believe that turnover is an inevitably given the current status of the modern workforce. While turnover will likely always be a problem to some degree, it can be managed if fair wages are being offered to employees or their position is incentivized through alternative benefits and rewards. A wage analysis can pinpoint what both current and prospective employees are looking for in a compensation package and will provide deep insight into the changes that need to occur to meet that demand. In addition to these benefits, a great salary program will help establish the business as a place that employees will actively seek out and want to be a part of well into the future.


While increasing employee wages may seem detrimental to many business owners, this strategy is crucial for attracting the best employees possible and reducing the financial drain associated with employee turnover. Performance Personnel makes reducing turnover easy through our performance-based staffing services. This approach can also help improve performance and elevate employee satisfaction to reduce turnover further. Any business struggling to maintain these metrics should consider implementing a wage analysis as part of its recruitment and retainment strategy.

Exploring Targeted Recruitment and Retention Programs

as a Possible Solution for Reducing Turnover

Employee turnover is often one of the most financially draining aspects of running any business. Each time a single employee vacates a position, it could cost roughly 30% to 400% of their annual salary on average. Even worse, productivity levels will often suffer until the position is re-filled and extra pressure is taken off of remaining team members. Unfortunately, talent shortages continue to make these costs a common problem for modern businesses. Targeted recruitment and retention plans are now essential in the modern business world, yet many businesses aren’t harnessing their power.

Businesses looking for an advantage need to be testing and trying new methods for reducing employee turnover by analyzing the entire employee lifecycle that is common within the company. For example, by utilizing targeted recruitment and retention programs, a business can more easily source the best talent available in the market while also creating long-term partnerships with employees to ensure pre-mature turnover does not occur. But what other benefits might be possible when leveraging a targeted recruitment and retention program as a possible solution for reducing turnover – potentially before it even becomes a problem?


How Can Targeted Recruitment and Retention Programs Help Reduce Turnover?

Several excellent benefits can be achieved when a business focuses its efforts on effective targeted recruitment and retention programs. Although this method may seem challenging to plan and implement at first, the benefits obtained when these two programs work together can ensure that only the best talent is likely to be hired. However, the goal of the retention program is to ensure that the employee will continue to work with the business for many years – sometimes planning to retire with the company. For this reason, a well-thought-out retention program is often one of the most important programs a business can implement. 

Many businesses mistakenly believe that the recruitment phase is over once an employee begins onboarding; however, this time is often one of the most critical when reducing employee turnover and encouraging long-term employment. Therefore, a great targeted recruitment program should educate new employees about their daily job requirements while also ensuring that they have the tools needed to start contributing to the overall company goals quickly. In addition to this, employees will also have a great introduction to the company culture and be more likely to fit in easily.


When onboarding is completed, the retention program should already be in place to continue building long-term relationships with the new employee. One great way to get started with a retention program is by ensuring that new hires understand the available benefits. At the same time, employees should be celebrated for any progress or growth that they show. Depending on the business industry, investing in education options or certification programs for employees will add value while ensuring that employees have the resources to grow professionally. No matter what your needs may be as an organization, the team at Performance Personnel can help with our Performance Based Staffing services. 


as a Possible Solution for Reducing Turnover

The most crucial decisions a business makes often occur when hiring new employees. Whenever a company's hiring process is not well organized, mistakes can easily be made, and the wrong people can end up working in positions they are not suitable for. Whenever this happens, turnover increases, subsequently creating a chain of problems within the company.

High turnover can lead to a loss of productivity and morale, often making employees feel overwhelmed by the extra amount of work they must cover. In addition to these problems, high turnover can directly affect the business's relationship with its customers and lead to a loss in revenue. With so much on the line, it is more important than ever for a company to have a strategy to combat rising turnover.

To directly reduce turnover, a company's best bet is investing in its hiring process, introducing a pre-screening method that will let hiring managers accurately predict a candidate's success within the company. Once implemented, it will be easy to avoid underqualified candidates who are not a good fit for the job. Companies with high turnover should strongly consider implementing a pre-screening process if they do not want to lose revenue, time, and efficiency.

hr pre-screening candidates

How to Reduce turnover with a Pre-Screening process?

When the hiring process is strategically designed only to hire qualified, reliable, responsible, and productive personnel, turnover rates will rapidly decrease. Furthermore, candidates who are qualified and satisfied with their jobs are more likely to establish long-term relations with the company, staying in their position longer. But how can a business find this dream candidate?

By implementing automated Pre-Screening into the hiring process, hiring managers will get to know their top candidates better while avoiding wasting time on underqualified candidates. Besides, hiring managers can use the extra time to walk top candidates through the job specifics.

Pre-screening varies according to the demands of the workplace and the characteristics of the business. For example, when working on a construction, or any other type of physically demanding job, a physical ability test can determine if a candidate could handle it. However, for a sales position, a personality test for customer service would be more adequate.

hr speaking at job interview
Hiring and employment, human resources, recruitment concept.

Pre-screening can also reveal any issues the company wishes to avoid like:

  • Workplace violence
  • Criminal offense
  • Sexual misconduct
  • Fraud and misrepresentation
  • Identity theft
  • Poor credit history
  • Breaches of confidentiality agreements

Any industry can reduce turnover with an automated and customized pre-screening process. Starting from the root of the problem will help reduce time and cost in the hiring process, find top candidates for each position, decrease turnover, and allow the company to research and focus on all growth opportunities.

Performance Personnel is focused on providing the best staffing experience possible. Our Performance-Based Staffing helps fulfill employees' needs and ensures employers get the best candidates for each position. Through our unique system, employers can take a hands-off approach. At the same time, we manage the workforce, limit turnover, and ensure that the best available candidates fill vacancies. No matter what a client's needs may be, our team is sure to have the right fit to meet their required headcounts.