In Brazil, the cost of turnover for organizations reaches R$ 37 billion. The data are from Sólides, a platform specialized in talent management, which also show an average turnover rate of 43.1% in the country.
Unfortunately, many companies are still not concerned about increasing their team engagement profile, which means high cost and lost productivity. Now, imagine this amount being invested in strategies to guarantee the attraction and retention of qualified employees?
To address the importance of this topic, Bee Creative will promote an incredible webinar, which will also celebrate the agency’s 11th anniversary. The online event will take place on September 14-16, addressing Employer Branding and how its application can generate a positive perception about the employer brand, whether to win or retain talent.
And if you also want to know how turnover impacts your company and how it can be reversed, we’ve prepared this article to show you how much “the coming and going” of employees is bad for your business!
Why is there turnover?
Turnover is measured based on the number of hires and dismissals that occur in a company and, when it happens on a large scale, it generates complications. These are negative results not only in productivity, but also in organizational image. The real “in and out” ends up not being welcomed.
And many managers do not properly tackle the problem due to ignorance of the numerous factors that cause high turnover. Among them are internal causes, controllable when analyzed correctly. They range from inadequate remuneration, to working conditions, lack of appreciation of the team, to the lack of planning.
External causes, on the other hand, are independent of management actions, such as a new job opportunities, loss of connection with suppliers and customers, or the country’s economic crisis. In this case, even personal obstacles come into play.
Furthermore, there are factors that are partially controllable. Such as the low performance of the employee, the dissatisfaction of the team, the loss of knowledge and experience of the professional who was dismissed, as well as a bad organizational climate.
Analyzing and handling the reasons that are leading to high turnover is a fundamental step towards reversing this situation and ensuring the best results for your company.
How to retain employees
The causes that lead to the team’s dissatisfaction need to be unraveled. It is a way to avoid the constant investment of time and money involved in replacing team members.
We are talking about another selection process and an entire integration stage. But there are initiatives that can help reduce this turnover, which we’ll show you below!
– Act in training: investing in employee training is a sign that the company is concerned with the growth of those who work for it, or rather, it values their talents. Not to mention that a qualified team means a more efficient service, both internally and for customers.
– Promote a pleasant environment: feeling good in your work environment means working with a cozy temperature, adequate lighting, and good ergonomic conditions for the furniture.
– Define attainable goals: when setting goals, do not extrapolate on the purposes in order to guarantee more than what is needed. After all, goals that are very difficult to reach lead to discouragement due to failures.
– Give employees freedom: allow employees to bring in criticism, which is an excellent way to improve the team and decrease turnover. Hold regular meetings and talk to employees to find out what is not in line with their expectations.
– Build trust: this is a practice that brings security about the future of everyone in the company. Establish a career path and define clear, measurable, and business-feasible challenges.
– Motivate the team: awards and bonuses can be according to the goals of each sector. Such gratuities can also be travel, cash commissions or days off. All are excellent ways to reward your human capital.
Employer branding x employee experience
Today, a strong trend in the Human Resources market is to apply concepts of employer branding and employee experience, aimed at valuing the employee and the company’s brand. These are notions that you need to master, on the way to high employee engagement.
Employer branding
It’s about valuing the employer brand by creating a differentiated and attractive place to work to retain talent. Thus, they reduce expenses resulting from turnover and increase the trust relationship between company and employee.
Qualified professionals generate good results and to motivate them it is not necessary to change the budget. Measures such as flexible schedules and routine breaks work very well.
But patience is needed, as employer branding is a project that takes time to be consolidated. A good schedule needs to include a schedule of short-, medium-, and long-term results, which can range from three months to five years.
O employee experience
It represents the employee’s experience within the company, since the contact with the possible candidate until the termination of the relationship, whether voluntarily, involuntarily or through retirement.
Employees with good experiences have a strong bond with the company, in addition to being more engaged, motivated, and committed. A sense of belonging that is excellent for leaving the organization with a good image and good loyalty rates, reducing turnover.
Bet on endomarketing
Another fundamental strategy to reduce turnover and retain talent is the commitment to endomarketing. It is a policy of actions focused on the internal public, directing, and uniting the group in achieving a specific purpose.
This method involves different stakeholders and creates synergy around business goals. Endomarketing must reach all professionals or citizens who, in one way or another, are engaged with the company at some point. This is where “being a teamplayer” comes in.
These are actions with full capacity to promote and leverage the employer brand. However, to achieve the best results, an alliance with internal communication practices is necessary.
Let’s talk about it now!
A força do planejamento estratégico
Internal communication cannot be left out of actions by reducing turnover within a company. This is because it is an essential part of attracting the right employees, increasing engagement, decreasing turnover and its negative impacts.
For this reason, Bee Creative strongly believes in taking care of human capital as an indispensable factor. After all, a well-engaged team, in line with the company’s purpose, makes the results the best possible, thanks to good internal communication, ensuring that the company gets its message across to the group, without forgetting that employees also need to be heard. .
So don’t miss Bee’s 11-year webinar, which will debate employer branding and its advantages.
Register here and find out how to motivate your team and achieve the success your company deserves!
