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A great many managers find that they have to struggle to control their attrition rates. It seems that no matter what they do or who they hire, they have a hard time getting employees to stick around. Some chalk it up to the industry, while others to the individual who left, and in some cases these may very well be valid. But more often than not, attrition rates increase due to either direct or indirect actions. Here are several reasons why hiring managers battle to keep their attrition rates down. § You settled during recruitment. You were in such a rush to get someone hired and trained so that normalcy could be restored to the office that you hired the person who was a “close” fit, not a “perfect” fit. § You got lazy with the job description. You didn’t take enough time on the job description. Therefore if your job description is vague or inaccurate, people will leave once they realize the situation isn’t what they signed up for. If your job description is vague to the point of looking generic, then the qualified candidates will skip right over and continue their search elsewhere. § Candidates weren’t screened thoroughly enough. Did you only communicate with them through email? How many people in your company did they speak with? Were they on time for scheduled appointments, were they well-spoken, and polite? Did you ask the right questions to qualify them for the position? Did you dig deep enough into their past responsibilities to make sure that their skills and accomplishments were up for the task? § They feel undervalued and dispensable. Don’t be afraid to give praise and make your employees feel good when they accomplish their goals or complete their tasks. Employees who feel valued by their company have a deeper sense of loyalty and will be more inclined to stay. § Their relationship with management is unsatisfactory. Whether it’s because they feel micromanaged or that their opinions are ignored, employees will seek a job change if they’re not happy with their relationship with their superiors. This can be resolved by making sure each member of your team feels valued and heard. § There are no work-life balance initiatives. You might be surprised how much harder and more positively your employees will work when they are given the opportunity to balance their lives together with work. Your employees will be much more willing to work those extra hours and long nights to get the job done if they’re allowed to leave an hour early on Fridays to catch their kid’s baseball games or take a Monday off to visit with their parents. If you’re battling to lower your attrition rate, reexamine each part of the hiring puzzle. Evaluate your methods for recruiting and screening candidates, take pride in your employees and their work, and make an effort to hear each team member’s voice. Have any questions? Ask the clinical trial staffing team here and we will be happy to help. Investing in a Lifetime of Success, Angela Roberts www.craresources.com
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