Employee turnover is something that organizations fear, and for good reason. After all, the days where a person would spend 45 years working at one company are long gone. Employees are constantly looking for new opportunities and challenges.
Most organizations wish to reduce voluntary employee turnover levels. Voluntary turnover means that great employees take their talents elsewhere. It means more employee recruiting and training, which are time-consuming and cost organizations more money.
It's no secret that in today's organizational world, the best way to keep good employees is to make them happy. Happy employees are not necessarily the ones with the biggest paycheck. They're the ones who feel a sense of belonging, can express themselves and identify with the organizational culture.
Supervisors Impacting Employees
For most employees, the person with the most effect on their work experience – and overall engagement level – is their direct supervisor. The supervisor holds the key to making employees feel at home – or detached and unwanted.
Once organizations realize that its team leaders and mid-management personnel can greatly reduce employee turnover – they will fully commit to providing them with the appropriate training and technological tools that will help better communicate with their employees. And by better communication, we're not talking about clear task allocation, but rather about getting to know one another on a personal level.
Employees Impacting Supervisors
By expressing genuine interest in their employees and creating an empowering environment, supervisors are not only reducing turnover – they are increasing productivity and results. This leads us to the most interesting thing about this process: the effect that employees have on their supervisors. When a process such as these succeeds, it means that supervisors have gotten better at their job. It also means that they likely feel more empowered, engaged and satisfied. Employees have a positive effect on their bosses. They feel it – and are likely to cherish it.
To sum up, the supervisor/employee relationship cycle works both ways. That's how culture is created. And that's how voluntary turnover is reduced.