The image of the company, including as an employer, consists of many characteristics (staff turnover, indicators of productivity, profitability, economic stability), reflecting the success of doing business.
Effective method
The influx of customers depends on what people say, what ārumor goesā about the company, which means the level of profit and development prospects. To maintain a positive image, some companies follow the path of "least resistance": they act through their own team. Indeed, no one knows the company better than its employees, no one will say so much good (or bad) about it.
Of course, not everyone chooses this path. Organizations, and in particular, management, are very different from each other in relation to their personnel. How employees relate to the company and the company to them, shows staff turnover. The numbers do not lie, but they also do not indicate the exact reason why such a number of dismissals came from.
For the sake of maintaining the image of the "good" employers provide not only a full social. the package to their employees, not only adhere to the terms of the employment contract, such as ensuring normal working conditions, but also listen to the views of employees, introduce all kinds of social benefits, support them in difficult times, and create a favorable climate for the team. Nobody leaves this company, and only good things are said about it, even if the services or goods are far from being of the highest quality.
Reasons for staff turnover
The first thing that attention is paid to, for example, by inspecting authorities, is the indicator of "turnover". If it is above average (20%), it means that layoffs occur constantly, and since it is customary in our country to dismiss solely āof oneās own willā, it is difficult to understand why the figure is so high (non-compliance with labor law, low salaries, etc.). And the reviewers do not always need specific reasons: a high indicator means that something is wrong in the company. But if a leader can name a convincing and compelling reason without denigrating himself, it would be better than just shrugging his shoulders.
What is beneficial for large market players
One large construction company is characterized by high staff turnover, and its management is not at all bothered by such an indicator, since in the strategic plan, in the section āpersonnel managementā, the following text is clearly spelled out: āwe filter out the worst, promote the bestā. To work in this company for more than 3 years is considered a huge achievement. And only a few manage to advance through the career ladder (note again - the company is not ordinary, but rather large). Dismissals occur constantly and in considerable quantities, often for seemingly ātriflingā reasons: violation of ethics, deviation from the norms of communication with the client (I have not offered coffee to the client at least once - Iāve been dismissed). That is what the company holds on to.
It is difficult to unequivocally answer whether this approach is correct. If management seeks to form a āteamā (and psychologists and practitioners mean this term by a cohesive, efficient team of high-level professionals), itās ready for sacrifices (time to adapt new employees, costs), then strict selection is the only right decision. And high staff turnover is a temporary phenomenon.
Summary
If the organization is focused on further development, has reached a certain level of financial stability, management should monitor staff turnover and reduce high rates. If the company has already achieved a lot by occupying a large segment of the market, you should think about forming the image of the company as the only one of its kind, where only professionals work, and the service is always at the highest level. Until the moment when the leadership manages to gather such a team around itself, it will be necessary to turn a blind eye to the high rate of turnover.
But always, in any situation, you need to remember the reasons and plan measures to address them in order to launch this plan at the right time. Still, staff turnover "eats up" the time to search for new employees, their subsequent adaptation, causes costs and even slows down the established course of the company.