Reduce your Staff Turnover

During a recent conversation with a client, they mentioned facing extremely high staff turnover, particularly with new recruits leaving within or shortly after the first six months.

This issue is not only financially draining but also frustrating, especially in an industry where significant resources are invested in training and developing new hires from the start. The result? Empty positions that need to be filled again, leading to repeated recruitment costs. Beyond the financial burden, this constant cycle can damage your brand’s reputation, as inexperienced or untrained staff may negatively impact customer experiences.

So here are some quick tips to reduce your staff turnover:

  1. Is your recruitment right in the first place (attracting and hiring the right people for the role.
  2. Is your EVP and branding defining and also sold internally to existing staff including listing out all the benefits – more than just salary
  3. Are new starters getting a WARM welcome and good onboarding and training. regular check ins by managers.
  4. Have you linked exit interviews back to recruitment function e.g. Are people telling you why they are leaving and are you addressing or fixing the issue. It might be they are leaving because of a manager / the culture and not the role itself?
  5. Have you costed out – the cost of turnover? The business case for better Recruitment, or more in AT. The price of current training and development. It’s an expensive business. That money could be spent / saved on better recruitment and retention practices.
  6. Treat candidates and employees with respect (the employee experience is key) especially in a tight labour market. Employees will walk and do have other options.

If you’d like to know how to cost out in full the “True Cost of Recruitment” we have a beautiful exercise for you and your managers.

If you’d like to chat about the True Cost of Recruitment and what you can do to improve staff turnover please get in touch with us.