Comments on: Too much turnover http://www.hrinzblog.org.nz/floras-hr-diary/too-much-turnover/ Official blog of the Human Resources Institute of New Zealand Tue, 21 May 2013 07:09:08 +0000 hourly 1 http://wordpress.org/?v=3.5.1 By: Brad Booysen http://www.hrinzblog.org.nz/floras-hr-diary/too-much-turnover/comment-page-1/#comment-3901 Brad Booysen Tue, 17 Apr 2012 01:09:02 +0000 http://www.hrinzblog.org.nz/?p=979#comment-3901 Hi Flora

It seems to me that employee engagement is not very high. Is your on-boarding process working? Do you do an annual engagement survey? if so, what are the results?

Measurement of your key HR metrics will hopefully make the picture a little clearer. Look for trends and read between the lines.

Although focused on employee health, this blog posts shows how you can measure various HR metrics for clues http://triscope.co.nz/workplace-health-measures

Good luck!

]]> By: Vaughan Rivett http://www.hrinzblog.org.nz/floras-hr-diary/too-much-turnover/comment-page-1/#comment-3855 Vaughan Rivett Mon, 09 Apr 2012 02:16:56 +0000 http://www.hrinzblog.org.nz/?p=979#comment-3855 Hi Flora,

It made sense for me to share some of my thoughts on my blog where I open discuss HR matters in regards to Social Business. I have added comments about reducing your staff attrition rate, through more connected and engaged employees. Here is a link: http://vaughanrivett.co.nz/2012/04/09/reducing-staff-attrition-rates-through-connected-and-engaged-employees/

]]> By: Kavita Khanna http://www.hrinzblog.org.nz/floras-hr-diary/too-much-turnover/comment-page-1/#comment-3834 Kavita Khanna Thu, 05 Apr 2012 06:25:00 +0000 http://www.hrinzblog.org.nz/?p=979#comment-3834 Dear Flora

This is not a quick and easy fix. Sure your regional managers have suggested that there is an issue with fit and so you are correctly questioning your recruitment process. There is some thing that your recruitment process does not filter. But this level of attrition may have to do with more than recruitment so neither should you rush to dismantle your processes in a hurry without having done some serious soul searching
I suggest a three pronged approach –
Firstly, investigate reasons for staff leaving – you may want to contact the recently departed employees yourself to get to the answers – is it due to reasons related to lack of skills or was it fit with the company or manager?
You may also want to feedback from them about your onboarding process – is there enough training at the outset to help settle a new comer?
Secondly, you will also want to get a clearer understanding from your regional managers of what qualities ensure a good fit into retail

Finally, are your hiring managers trained in interviewing techniques?

The answers to the above questions will let you move to your next step which could be some combination of:

Clarifying selection criteria
Improving on boarding processes
and upskilling hiring managers

Hope this helps

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