• Monday, March 04, 2024
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BusinessDay

Curbing employee turnover through communication

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The big issue of employee turnover can sometimes be curbed by managers mastering the simple but critical art of effective communication. Mastering the art of consistent and effective communication has been emphasised in various literatures as a necessary skill for line managers as it directly impacts employee engagement and retention.
Similar to the real estate mantra “location, location, location”, “communication, communication, communication” is one lever we need to pull to retain our employees and reduce turnover.
This doesn’t mean you have to be a brilliant orator or writer. It does mean you have to express yourself well, whether it’s writing a coherent memo, persuading others with a presentation or just being able to calmly explain to a team member what you need & more importantly, where he/she can get better at.
Good leaders tell it as it is and their team members appreciate the feedback. They also transfer good leadership ethics and live up to the responsibility required of leaders. You’re a leader once you have the responsibility of having at least one staff report to you.
It’s amazing how little things could have a very huge impact on the big things we value. When most managers are asked to give reasons they feel employee turnover is high in their companies, the answer most of the time centre on the popular reasons of employees hunting for higher financial rewards.
However, when it comes to job satisfaction, financial rewards may be lower on the list than most people think. For the most part, being happy with your job seems to depend more on the intangibles and being valued and appreciated consistently outrank money when employees are polled about job satisfaction.
Various researches show that when employees feel better about their jobs (because there is clarity & communication) they are less likely to leave. Even more importantly: they will try to be better at what they do.
By now it’s no news that on average, it costs your company an exited staff’s salary x 150 percent to replace each person. (Even higher if you’re an executive).
Once there is turnover, companies’ loose in-house knowledge that is not easily or cheaply replaced and obviously loses momentum from the “break in transmission”.
Crucial Conversations kick-start coaching opportunities that drive engagement – let’s get our people talking!
Ngozi Adebiyi is the lead consultant at OutsideIn HR, a firm that focuses on practical interventions that address the challenges of businesses today. The Firm also specialises in HR Business Partnering, Engagement & Retention with the goal of “Revolutionising HR in Nigeria.
Ngozi Adebiyi