Are you struggling with employee turnover? You’re not alone—it’s a common problem that can seriously impact your business, and often, it starts with leadership. Leaders play a big role in whether employees stay or go. In this blog, we’ll dive into why employees leave, the warning signs to look out for, and how to hire the right people for your team. Understanding these factors can help you build a stronger, more loyal workforce. What is Employee Turnover? Employee turnover happens when people are thinking about or planning to leave their jobs. This can be caused by: Poor work-life balance Bad leadership No growth opportunities High turnover can seriously hurt your business. Replacing employees can cost up to twice their yearly salary. Plus, it can hurt your company’s reputation with future hires and impact customer service if you can’t fill the roles fast enough. Taking action to keep employees happy is key to protecting your bottom line and your company’s reputation. Signs of Employee Turnover To tackle employee turnover, you need to spot the signs early. Here are three common red flags: Low Productivity: If someone’s work starts to slip, they may be disengaged and doing the bare minimum. Negative Attitude: Unhappy employees can bring down the whole team. Address attitude changes quickly before they spread. Absenteeism: Showing up late, leaving early, or taking long breaks can be signs that someone is checked out. By catching these signs early, you can take steps to re-engage your employees and keep things running smoothly. Four Steps to Reduce Employee Turnover To stop turnover before it starts, it’s important to set clear expectations about your company’s culture from the beginning. Here’s how: 1. Define What Does ‘Fit’ Means For Your Business Before hiring, be clear on what ‘fit’ means for your company. This helps you find employees who align with your culture and are less likely to leave. Create a checklist of your company’s values, mission, and ethics to use during interviews to see if candidates are a good match. 2. Make Sure New Hires Understand Your Culture When bringing someone new on board, explain how your company’s mission, values, and culture align with their role. This helps them feel more connected from the start. Host team workshops to discuss and refine your company’s values, and make sure new hires understand what “fit” means. 3. Turn Values into Everyday Actions Show your new hires how your values translate into their day-to-day work. If teamwork is important, explain what that looks like in practice. Create a guide that shows your company’s core values with real-life examples from current employees. 4. Use Values Based Hiring Make your company’s values a big part of your job postings to attract candidates who are a natural fit for your culture. Clearly highlight your company’s values and expectations in the job description to attract people who share your beliefs. By being open and honest during the hiring process, you set realistic expectations and reduce turnover. This ensures that new employees are ready for their roles and feel connected to your company from day one. Conclusion Reducing employee turnover is key to maintaining your company’s success. Leadership support is crucial—without it, turnover can double your hiring costs, hurt your reputation, and affect customer service. To lower turnover, set clear expectations about your culture, ensure new hires align with your values, and communicate how those values show up in the work. Be transparent during hiring to build a strong, committed team. For more leadership development tips, follow my LinkedIn or check out my podcast, Next-Gen Leaders. Until next time, keep striving, growing, and leading with purpose.
