It is necessary to regularly monitor the level of salaries in the labor market. It is worth ensuring that employees are not burdened with additional tasks if you cannot provide additional payment. Consult with colleagues and employees when it comes to financial expectations.
Low salary
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Offer not only additional pay for overtime, but whatsapp number australia also increase bonuses. Offer employees other opportunities for growth and development. In case of overtime, agree on time off, maintain a system of benefits and discounts within the company.
Your employees are not just a work unit, they are people who have their own needs. Do not encourage unnecessary overtime work, introduce flexible hours for those who are ready to perform their duties outside the office.
Make sure that your most valuable employees are not poached by other companies by browsing resume and job posting sites.
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The dangers and benefits of staff turnover
Why is staff turnover dangerous?
Departure of professional employees . If they left the team because of management or internal squabbles, this may be an alarming signal. The company is losing a professional, it is impossible to find a replacement for him immediately, because he understood the processes at all stages of the company's development.
Pros go to competitors , where they share their knowledge about your company's successful experience.
Inexperienced employees take the place of old ones . Resources and efforts are spent on their training and adaptation. Sometimes training may not give the desired results, you have to start over or look for a replacement. Newcomers work slower, often make mistakes, so the company begins to lose profits during the adaptation period of employees.
Financial problems of the company . The loss of a good salesperson always affects revenue, because along with him the company can also lose its loyal customer base. Many customers get used to working with certain employees and refuse to interact with others.
The atmosphere in the team becomes difficult . Even the departure of one person can affect the morale of the rest of the employees. Everyone experiences a sudden departure, and if several colleagues leave at once, this seriously affects the work of the company.
The quality of work decreases . A period of crisis in a company may occur due to staff turnover. If conflict situations have forced someone to leave, other employees begin to try on the negative experience, which reduces their productivity.
Is there any benefit from staff turnover? There is an opinion that high staff turnover indicates negative processes in the company. But this is not always the case, there are cases when changes are only beneficial:
Departure of unprofessionals . If high turnover is due to the departure of incompetent employees, this indicates errors in personnel work. The main thing is to eliminate the cause of these errors and take a closer look at the candidates.
Renewal and development . Fresh personnel help the company develop, and constant renewal brings original ideas to the team and improves business processes.
Development of a competitive environment . It will grow among the remaining employees, who will start working harder, seeing that changes are taking place in the company. The main thing at this stage is to stimulate and support people who are loyal to the company.
Saving on the salary of newcomers . The probationary period for a new employee should be paid, but this does not mean that he will immediately receive a full salary. It is important to know the measure, because by hiring only newcomers who can then be replaced by other interns, you risk disrupting work processes.
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Step-by-step calculation of staff turnover
A natural question for any manager is how to calculate staff turnover? To calculate the staff turnover rate, you can use a simple formula:
Employee turnover = number of employees leaving / average number of employees working x 100
However, in some cases, questions arise about the correct application of this formula. For example, should you consider full-time positions or the total number of employees? What about temporary workers? And what if an employee is already in the process of leaving? These questions can complicate the turnover formula and require more precise calculation methods.
Step-by-step calculation of staff turnover