How much is the staff turnover

Turnover rate, perhaps the most important, according to which judge the activities of service personnel in the companies.

flow Index

Why the staff turnover rate is important? At first glance, one might say that he is talking about how to work comfortably in the company. But staff service specialist knows what "comfort" is worth a lot of factors. This system of personnel motivation and management principles, newcomers to adapt the system, the system works with layoffs and so on. D. All of this develops corporate culture, t. E. The comfort of work in it. That is how we think when we talk about staff turnover with managers and staff. But leaders like other arguments. They are businessmen and their task - to make profits. Therefore, it is advisable to talk with the leaders in their own language - the language of numbers: how much turnover?

In his company I tried to calculate the cost per employee layoffs. The annex contains a fragment of such a calculation. Except where noted five items in it there is also a design of the dismissal and general expenses.

Immediately say, that I do not think "opportunity cost", ie the fact that during the absence of the employee resigned and the new release, we may lose customers and therefore profits. Calculate lost profits, first, it is difficult, and secondly, our company Processing, t. E., We are working to care staff did not affect the work with clients. Prescribed business processes allow us to do this.

So, as can be seen from the table, I have included in the calculation quite typical articles related to the selection and dismissal of the employee. Basis for selection based on the fact that the time spent by managers on the selection, the heads of the different levels involved in conducting interviews with candidates standing for the company money. They receive a salary, and to assess the statistical by the time they spend on the number of interviews and viewed candidates for one position, I offered exactly count the costs. Similarly counted the cost of dismissal of employees, conducting interviews with him at dismissal.

Induction of a new employee - is also the costs that are included in my section "Adapting an employee."

Beginners - the high cost. Depending on the position they differ. That is why at the end of the table you can see the final two figures: the cost of primary and basic staff. It is clear that training sales consultants, we pay more attention than the education of the Secretary-consultant.

Total costs include a significant item of expenditure - the cost of advertising to attract staff. It is a big financial component of costs. Effectively working staff recruitment department allows us to not use the services of recruitment agencies. In addition, we monitor the effectiveness of the means of communication: media sites, from which comes the most active candidates for the responses. Actively use and "free" sources: the company's website, ask employees bring friends. To that end, even two or three times a year to conduct internal job fair.

Thus, by multiplying the total cost per employee by the number of laid-off in the analyzed period, the service personnel may provide specific figures managers. Usually, by looking at them, the leaders says: "Yes, to protect the staff - it pays!". At least now it is the slogan of our company, and it was after these figures, we have been able to include staff turnover rate in the KPI system managers and their bonuses.

Prevention layoffs

The service staff work important to prevent layoffs. To do this, in our company we have developed regulations for preventive measures in case of dismissal of employees of the company. It defines the actions of managers and personnel officers in the case where an employee has decided to resign, or is preparing to adopt such a decision. Our common task - to understand the reasons which prompted the officer to such a decision. The dialogue involves all the interested parties: the employee, his supervisor, personnel manager.

A further task is the understanding of whether to eliminate the reasons and whether the possible need encourage staff to retire. In our practice, employees are dissatisfied with the head of management style, want to change the direction of their professional activities, promotion. We consider all the needs and compare them with the possibilities of the company. Compromises also occur. Of course, employees violating company regulations, labor discipline, do not fulfill their duties, will be dismissed.

In any case, lay off employees and other team members see that each of them paid attention to the company values ​​the staff. These employees do not harm the company, carrying on her negative information.

The main thing is that we are now we see the results of this work: reduced staff turnover, staff are actively traded in the service of the staff with a request to make them horizontal or vertical rotation.

Analysis of the causes of layoffs

"Informed - is forearmed" - this motto we often recite when we form, analyze and present the management report on the reasons for dismissal of employees. Two years ago, in the course of interviews with lay off employees, we have identified the most common reason for designated employees for dismissal. On this basis, we generate a report. 10 more reasons listed underlying:

 wage level;

 family circumstances;

 inopportune time schedule;

 inconvenient transportation to work;

 Bad Head;

 bad team;

 poor health, lack of opportunities;

 mismatch level competencies nature of the work;

 initiative of the administration, and so on. n.

During the interview, the output from the personnel manager, filling in output profiles, interviews with the head fire employees HR Manager establishes the reasons for dismissal, and defines the main, and which enters into the report. The report in percentage terms we calculate and determine the reason for dismissal those that are insignificant and those that have high percentages. Since this report, we are already two years, we can see the reasons for the change in the dynamics of layoffs.

This report is for us - valuable information for action to eliminate the causes of layoffs.

In addition to the statement of reasons for dismissal, we do report on the length of service of staff, resigned from the company. We closely observe the dismissal on probation. For us, it is now a sore point. After losing more than 30% of employees at this stage. To combat this problem is exacerbated by the selection of candidates, actively promote the professional testing, testing on computer literacy, common language literacy, and so on. N. Who created the regulations for the passage and actively introduce mentoring.

Another sore point for us is the dismissal of employees who have worked in the company of one or two years or more. The company has invested heavily in their training. For various reasons, we were not able to provide them with suitable positions, working conditions. People went to the other companies, taking with them knowledge of the business processes of our company. The company is not profitable, and so we try to deal with these layoffs.

Personnel reserve - layoffs prevention tool

Like all "strategic thinking" of the company, we give priority to the formation of their own talent pool of the most talented and loyal employees who want to grow professionally and develop in their company. We believe that this is a strong motivational tool to keep the most talented and responsible people in the ranks of the company. The corporate culture of a company will definitely be strong.

Work on the formation of personnel reserve - volume challenge. It requires a lot of effort, knowledge and time.

First, how to begin the formation of a personnel reserve - is the selection of candidates. I note that the talent pool for our company - and existing staff and external candidates. We strive always to proceed from the principle: who is more professional, forming a database of internal and external candidates, which is referred to the personnel reserve.

To date, we begin to assess the competencies of employees in the framework of the annual procedures for evaluating employee performance. This is the standard procedure implemented in all western companies in many Russian.

Since the evaluation procedure is an annual, then each worker picture emerges: how man progresses in its development. If an employee develops his competence, it brings them closer to the maximum value of his office, then he has the right to be enrolled in the talent pool - a pool of talented employees and get a promotion.

In order to have information on how to develop employees what they are learning as they teach others, we have created a career passport. This document is for employees enrolled in the personnel reserve. There are fixed positions that are occupied by staff, the level of his professional competence, his career, passed trainings, seminars, conducted their workshops, and, of course, the annual evaluation of the results.

From a pool of talented employees begin forming a "golden reserve" of talent.

Thus, every employee who believes that he is "outgrown" his current position, feels the attention. Understands that his work, his competence is evaluated, therefore, remember him. Before the eyes of his specific examples of other career, and for him it is a reason to stay in the company's current position with confidence to rise in the near future.

Important events - active PR-campaign, information on career employees, the company's development prospects, projects.

Changing thinking leaders

In the fight against layoffs of staff office staff was faced with another important issue: should change the thinking of the leaders. It is they, not the HR managers make the final decision to invite candidates for the job. Then they are both mentors and supervisors staff. They also decide to dismiss employees.

We decide this problem by "massive" training line managers, middle and senior managers.

Firstly, to develop and implement a monthly training on the ability to enter the interview. Called it "We choose, choose us ...." Executives thought: yes it is, often we are denied their favorite candidates.

Secondly, we held part-time training (with performance tests, feedback from the trainer) on the formation and development of managerial skills. The first module of the training associated with the implementation of skills development management cycle management - planning, setting objectives of the SMART, leadership and personal effectiveness of managers in personnel management, coaching skills. The second training module was devoted to forming of effective business interaction between colleagues, subordinates, in their capacity as consumers, consider the concept of "relationship marketing." The training lasted for four months.

Third, a separate module made training "Motivating management". Here we have considered all sides of motivation of personnel issues: the factors of working motivation, management of species and their impact on motivation, motivating environment, emotional leadership, the reasons for demotivation. After this two-day training leaders in the feedback questionnaires indicated that they "know yourself and reviewed" as a leader, and realized the need to learn to be a motivational cards to employees.

The results are already visible: facilitate communication and understanding between managers and staff service. We speak the same professional language. Before you dismiss the employee or his decision to accept a voluntary retirement from the company, together with the leaders discuss the reasons for the dismissal and the employee retention options. Cause primarily looking at yourself!

Thus, summarizing all of the above for the Suppression of staff turnover, stress once again: the result will be only when the work will be systematic on this issue. All five of the above paragraphs of this article are equally important and interrelated. Together, they work on a single result - a reduction of staff turnover and, as a result, strengthening the company's corporate culture. Loyal, motivated, trained staff are profitable business. And this is the financial result!