Managing Employee Turnover

Retaining trained and qualified employees can be challenge for many organizations, and the costs of failing to do so can be significant. The first – and sometimes less obvious – question we ask is: "Is turnover actually a problem? What do the data tell us about where, when, and the costs?" Follow-up questions include, "What's causing this tendency for employees to leave?Is there a way to better select and manage your people to reduce turnover?”

Many types of jobs are well-known for their high turnover rates: customer-facing positions, retail, etc. Turnover may be a fact of life in these industries, but even small improvements can be valuable. One such improvement is to examine how you might mitigate the costs of turnover. For instance, how much do you spend per employee on training? If employees are only staying on the job for a brief amount of time, perhaps training can be expedited or automated. Perhaps the problem is the job itself. Realistic job previews, job redeisgn, and changes in reward structures may help.

The Valtera Difference.

Just as every organization is different, so is every solution. We'll work with you one-on-one to analyze and diagnose why people may leave your company. Using the Attraction, Selection, Attrition (ASA) model, we can help you identify employees that reflect the knowledge, skills and abilities of your most successful current employees. We have also developed a technique known as Realistic Choice Modeling™ (RCM) that helps to identify interventions that will have the greatest impact on retention.