Ronn Torossian, CEO, 5WPR 

Staff turnover is an inevitable part of running any business of any size. While this can be attributed to many different causes, there is still something that can be done to address high levels of turnover. 

Depending on the type of business, some turnover is to be expected. For example, workers in a restaurant or retail environment may not have a long-term aspiration to stay at that establishment for longer than necessary. This can lead to inflated turnover numbers on a seasonal basis. 

Other businesses experience turnover due to poor job performance or lack of employee satisfaction. These aspects of turnover can be more readily addressed by the business. While responsibility for high numbers of staff turnover can be given on both sides of the coin, the business should still do an internal audit of job descriptions, hiring process, and employee morale. 

Many factors can have an effect on an employee’s decision to leave their position after a short time. These reasons may range from personal emergencies to job dissatisfaction or a more lucrative offer from another company. Some of these factors remain outside of the control of the company, but here’s what can be done to reduce employee turnover: 

Start with the Job Description 

A job description can make or break the quality of applicants that a posting receives. In today’s job economy, any job posting is bound to receive many under- or over-qualified applications, but much can still be done to attract the right type of candidate by simply ensuring the description is detailed and accurate. 

Remember, the job offering must be enticing for the applicant, too. So often, job descriptions are full of expectations and the benefits of working at the company are left to a single sentence or a generic bullet list at the very bottom. 

So, think of the job description as an opportunity to “sell” the position to the ideal candidate. If there is little effort put into the job description or a palpable sense of condescension, then companies can expect a corresponding amount of effort from applicants. 

Setting the expectation for the position early in the job description can go a long way to manage employee expectations once they are hired. Take the time to write a detailed, attractive job description as the first step — and sell those benefits! Why should the best employee in the world want to work this job? 

Be Open to Employee Feedback 

Once hired, a common reason for turnover is lack of employee satisfaction. Yes, at times the expectations can be unrealistic on the part of the employee. However, surely anyone reading this will have heard the concept that employees don’t quit jobs, they quit bosses. 

So if a business is struggling with higher than normal turnover rates, take a look at the culture and morale within the company. Ask for honest and open feedback from employees. Get a gauge of their trust in the leadership. Observe how they interact with each other.

 Sure, not every company will have massive perks. And that’s okay. But what every company should have is a dedicated effort to make employees happy and fulfilled in their work. Staff members who feel heard and respected are less likely to leave in favor of greener pastures. 

Turnover is a part of owning and managing a business, but how it is managed is what can set a company apart from the rest.

About the Author: Ronn Torossian is CEO of NYC based 5WPR.