You,Can,Reduce,Turnover,with,t business, insurance You Can Reduce Turnover with these Four Steps

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1) Turnover often starts with a bad hire.Often a bad hire results from a poor hiring process. In many companiesthe hiring process is random, unstructured and riddled with incompetentpeople. Hiring managers usually wait until they need someone beforestarting the hiring process. After two or three months of interviewingthey have one or two good solid below average candidates, but won’tmake a decision until they at least three good solid below candidates.By this time they are desperate and we all know what kind of decisionswe make when desperate.Couple that with mosthiring managers are not really competent or comfortable withinterviewing and is it any wonder why hiring often fails? A few hiringmanagers are really good at hiring, but most simply ask the samequestions they were asked when they interviewed. Few probe deeply intothe candidate’s ability to deliver the performance the hiring managerexpects. So the candidate’s expectations once on board do not alignwith the hiring manager’s. Leaving the hiring manager to think, “You’re NOT the person I hired.” (A great name for a book).There are many more reasons for the hiring process to fail but these are two big contributors.If your company wantsto reduce turnover the first step is developing a structured,repeatable process with trained competent people. To see a list ofsteps in an effective hiring process CLICK HERE.2) Lack of effectively training new employees.This is not an orientation program. It is formal training program toensure the person is well trained in the tools, resources, industryjargon, processes or regulations, and systems necessary to deliver theperformance standards the hiring manager expects.Too often hiringmanagers can’t find the right person so they hire a lighter person and“will train them once on board.” YEA RIGHT. Even entry level employeesneed some structured training program to come up to speed. If thecompany doesn’t provide effective training the highest potentialemployee will become frustrated and eventually quit. Nobody wants tocome to work every day frustrated because they were not properlytrained.3) A boss they can respect.We often hear how candidates put on their best face during theinterview. Candidates are on their best behavior so it is hard to getto the real person. This is also true of hiring managers. Once on boardcandidates often think, “You’re NOT the person that hired me?”If the hiring manager is not respected by the employee turnover is only a matter of time.If you have a hiringmanager with constant turnover it may be time to focus on the hiringmanager. Are they possibly the problem. Training them to be aneffective hiring manager maybe necessary. We recommend that allcompanies should require all their managers and any future manager toread the book, “First Break All The Rules.” The subtitle tells the real reason, “What the world’s greatest managers do different.” If you want to know what the world’s greatest do to become a world’s greatest managers this is the book to read.Most studies showthis is the biggest reason people leave. There is a saying, “Peopledon’t leave the company, they leave their boss.”4) Culture of non-performance.Top talent want three things in a position to stay motivated. Sinceyour top talent usually leave before the below performing person thathas been on your staff for years, top talent should be the focus. Thebottom 10 to 20% never leave (another blog article for later). Toretain top talent your company must provide top talent; 1) anopportunity to learn, 2)the opportunity to make an impact, and 3) theopportunity for them to become something better or grow. When any oneof these three is eliminated top talent starts the job search.By having monthly orat least quarterly private and regularly scheduled one-to-one’s withyour best people you will find out if any one of the three isdiminishing or been eliminated. At least then you can address theissue. Without the one-to-one few managers ever realize their toptalent is lacking one or all three of these.Turnover is one ofbiggest hidden costs that most companies never address. It is one ofthose things that we know is costly, but so hard to measure, so let’signore it. You can download for free our, “Cost Of Turnover Worksheet.”It lists the categories of turnover, direct and indirect. CLICK HERE TO DOWNLOAD. You can input the cost for your organization. CAUTION, don’t do this unless you are ready for really bad news about the cost of turnover.Once most companies realize the real cost of turnover then these four won’t seem like such a burden.We offer a wealth offree resources for companies to improve their hiring process. Thisinclude an audio library from our talk radio show, numerous templates,free services and our hiring managers blog. To view the resources thatwill best benefit your company CLICK HERE.