Practical Advice For Reducing EmployeeTurnover

Employee turnover is a fact of life in the business world, and not necessarily a bad thing—particularly if new entrants are exceptionally skilled and qualified, and the rate of turnover is manageable. But if you’ve experienced higher-than-normal employee turnover, you know how

disruptive it can be to the day-to-day operations of your business.

Regardless of their experience, credentials, and expertise, new hires require training and time to both become familiar with the workplace and integrate themselves successfully into its social milieu. Whereas employees who’ve been with the company for a while have had ample opportunity to learn by doing and develop automaticity with mundane tasks, newcomers initially tend to perform these duties more slowly and less sure-handedly. At least temporarily, this can cause friction, encumber productivity, and detract from the bottom line.

Much of the advice that follows can be encapsulated in a simple axiom: If you want your employees to stick around, give them good reasons to do so.

During the hiring process, favour candidates who seem compatible with your company culture.

Begin with a list of “must-have” qualities for candidates, and narrow the search down to individuals who meet those criteria. Include not only professional qualifications, but social skills and personality traits as well. Is this person equipped to handle the unique challenges of your business? Does s/he seem like s/he would get along well with the other staff, and customers/clients?

Do some research into the job market. What kind of compensation are employees in comparable positions receiving elsewhere?

Search online job boards for positions requiring a comparable skill set, and pay attention to the compensation and benefits that other companies offer—especially your competitors. If you can’t match other businesses in terms of salary, you’ll probably need to offer non-financial incentives—such as a flexible work schedule, greater convenience, shorter hours, or legitimate prospects for upward mobility—to convince employees to stay.

Praise good work, and offer specific constructive criticism of not-so-good work.

Everyone likes to hear that s/he has done a great job. By taking the time to provide positive feedback and congratulate employees on their successes, you will both enhance their positive feelings about the company and encourage desirable work habits.

Delivering criticism of less-than-stellar work in a diplomatic manner, without provoking defensiveness or resistance, is one of the most delicate tasks that managers face. Begin by mentioning at least one thing you appreciate about the recent efforts of the employee in question. When you arrive at the substance of the critique, be very specific about what you would like that person to do differently. Avoid accusatory statements; instead, favour phrases like “In future, it would be great if you could (specific instruction).”

Offer opportunities for growth and development.

Ideally, a relationship between employee and employer is mutually beneficial: the employer garners an opportunity to elevate h/er business to new heights with the help of a talented professional, while the employee enjoys the chance to grow, cultivate new skills, and experience success in a business environment. But an employee is in no way beholden to your organization; at some point, s/he will consider moving on in search of greener pastures, especially if s/he detects a risk of career stagnation. By offering reasonable opportunities for learning, growth, and career advancement, you increase the likelihood that employees will remain with your company over the long term.

A raise or bonus can be a powerful motivating tool.

Even a modest salary increase sends a psychological message to employees that the company’s managers value their hard work, and would like it to continue. 

Best Practices For Your LinkedIn Profile

Most entrepreneurs and business professionals already have a LinkedIn profile, but not all of us have succeeded in getting the most out of it. A common tendency is to model one’s LinkedIn profile after one’s resume, but that is not necessarily the most effective approach to attracting visitors and potential contacts. After all, if your profile doesn’t stand out from the pack, why should anyone gravitate to it?

Instead of a rote summary of your qualifications, education, and experience, a compelling LinkedIn profile should demonstrate your unique personality, passions, and brand, and the practical applicability of your skill set.

A professional-looking photo engenders confidence.

This is really a no-brainer. People with LinkedIn profile photos tend to attract more page views than those without, and a professional-looking shot (in focus and with proper posing and lighting) conveys the impression that you’re both competent and attentive to details.

Try to portray yourself in a manner consistent with your professional brand and desired message. Consider whether a smile or a serious expression is more conducive to drawing the right people to your profile, whether you should wear a tie or a jacket, whether your sleeves should be fully extended or rolled up, what colour of outfit would be most appropriate. Even gestures that may seem inconsequential—like the interlocking-fingers pose made famous by German chancellor Angela Merkel—send body-language messages that can help to reinforce your personal brand.

What’s special about you?

Once people have seen your photo, they’ll move on to your profile summary—which should at least match the standard of the photo in terms of professional quality and attention to detail.

Of course, impeccable spelling, grammar, and syntax are indispensable here; if you have difficulty in any of these areas, you may want to enlist the proofreading skills of a trusted friend or associate. But there’s more to a great profile summary than just getting those elementary technical details right. You also need to communicate who you are and where you excel—preferably in a manner that’s engaging and memorable, but also informative. Use simple, comprehensible language, and be true to yourself.

Why are you passionate about the work you do? What professional achievements are you proudest of? And perhaps most importantly: what can you offer that would help others to achieve their goals?

Expand beyond the two-dimensional LinkedIn profile.

One of the great advantages that a website like LinkedIn offers over a traditional CV or job application, is the fact that it’s online. The dynamism of the Internet offers you the opportunity to go beyond a static photo and written summary, to not only describe what you can do, but to literally show people examples.

If you have YouTube videos, presentations, or multimedia files of which you’re especially proud, link to those from your LinkedIn page. You can even record a short introductory video in which you describe your strengths and passions.

Feel free to allude to your life outside the office—within reason.

Social factors often influence both hiring and client-relationship decisions. Most people prefer to work with others to whom they can relate, and with whom they get along. If you give the visitors to your profile an idea of your life circumstances, your personality, and the activities you enjoy away from the office, there’s a good chance that you’ll draw like-minded individuals to your LinkedIn page.

But use your discretion—the information you reveal will be visible to LinkedIn users everywhere for a very long time.

Don’t force people to hunt around for your contact information.

Prominently display your e-mail address, Twitter handle, links, and any other contact information you don’t mind sharing widely.