Memberspot with a new look
We have just redesigned - some pages will follow.
Memberspot with a new look
We have just redesigned - some pages will follow.
Memberspot with a new look
We have just redesigned - some pages will follow.
.svg)
Who doesn't know it? 🤷🏽
Even the search for new employees is a time-consuming process, as suitable candidates first have to be found from a pool full of applicants. After a time-consuming search, the right employee is finally found and hired, time and money invested, but as soon as the new employee joins the company, they are gone and the search starts all over again. 🏃🏽
This situation is very frustrating for every entrepreneur and is becoming increasingly common. 😦
You've probably already had some experience with early turnover yourself, but we'll take a moment to go into the term in more detail.
Early turnover: The term early turnover is usually used when the employment relationship has lasted less than six or more than twelve months. Early turnover means that the employee resigns. If a newly hired employee resigns, this is associated with high costs and a lot of effort, as frequent changes of new employees take up a lot of resources and energy. 🪫
Did you know that the first 100 days on the job are increasingly becoming a trial period for you as an employer? Over 2,000 applicants from Germany took part in a recent survey conducted by Softgarden and the findings are astonishing. 🫣
18% of respondents have already given notice within the first 100 days. But that's not all, another 65% of respondents have already thought about pulling the ripcord in a new employment relationship. This is an enormously high figure and can have a major impact on a company's work culture, workload and effectiveness. This is a major obstacle to the success of companies. 🚧
There are many reasons why employees leave the company early, including, for example, inadequate induction and training, a lack of appreciation, a poor working environment or a lack of support from the employer. 🙅🏽
High staff turnover can also lead to high costs for the company, as new employees have to be recruited and trained to fill the vacancies. This makes it all the more important to avoid mistakes in the initial period and to respond to the needs of new employees.
%201%20(1).png)
Are you also increasingly confronted with early turnover in your company and wondering how you can reduce this? Admittedly, it sounds difficult at first, as processes have to be adapted and set up, which of course involves a lot of effort, but don't worry, you're not facing this mountain of challenges alone! ⛰️
The issue of early turnover is a constant challenge for many companies. It is therefore important to develop a strategic approach that focuses on the needs of employees and the goals of your company. ☝🏽
In this blog, we will give you tips on how to deal with employee turnover in order to retain your A-employees and retain them in the long term.
First of all, however, we'll go into more detail about the importance of early turnover. 🤓
Fluctuation in general refers to the change in the number of employees in a company over a period of time. It is therefore caused by the movement of personnel and includes both departures and new hires. Departures include planned departures such as retirement, partial retirement, redundancy as well as unplanned departures such as dismissal, illness or accidents.
Early turnover is a special form of fluctuation in which employees leave the company within the probationary period or within the first 6 to 12 months. This can be costly for you and your company, as the training costs are usually quite high and the application process also costs you a lot of time and money. What's more, finding the right employee can sometimes be quite stressful. After all, their qualifications and personality have to fit in with your company, which is not so easy with the ongoing shortage of skilled workers. 🤯
This issue is a major challenge for both small and medium-sized companies, as early turnover also has an impact on the scaling and success of a company. 🏆
High employee turnover can have a negative impact on the growth and success of your company. Every loss of an employee is also accompanied by a loss of knowledge, as this knowledge must be imparted again and again with each new employee. The repetitive training of new employees costs time, money and resources and can therefore severely affect productivity. In addition to the knowledge imparted, the time invested in training the departing employee is of course also lost. ⌛
High staff turnover can also lead to a poorer corporate culture, as employees get the feeling that their employer offers them no prospects and does not care about them. Employees tend to feel uncomfortable and question the company's appreciation if colleagues regularly resign and new employees have to be trained. This also affects their productivity and the quality of the work delivered. 🔖
.png)
High employee turnover can damage your company' s image. Because if you have a high turnover rate as an employer, it can become more difficult to find qualified applicants and retain good employees. Potential applicants may assume that the working conditions or working atmosphere are poor and employees will therefore abandon the sinking ship to look for better alternatives. In the long term, this can have a huge impact on the growth and success of your company. 👎🏽
It is important to understand why employees leave the company. If you are affected by high early turnover or general fluctuation, you should be aware of how and why this occurs.
High early turnover is a major challenge for companies. If employees leave within the first few months, it means that the time and resources you have invested in training the new employee have been in vain. 🤕
But what reasons can lead to high early turnover?
.png)
A common reason for high early turnover is an unclear allocation of roles. This is because a new employee needs clear areas of responsibility and must know what is expected of them. However, if roles are not clearly defined, this quickly leads to confusion and uncertainty. 🎭
In addition, a lack of communication and feedback can make employees feel uncomfortable and unappreciated. If there is no feedback from you or your line manager, employees often feel that their work is not valued. They also feel misunderstood, which increases the risk that they will look for another employer who fulfills these conditions. 😶
A lack of further training and career opportunities is another reason for high staff turnover. As long as employees see no prospects for further development and taking on more professional responsibility, they are very likely to look for alternatives and, in the worst case, leave your company. Younger employees in particular want to develop and prove themselves in their company and, ideally, move up the career ladder. 📖
Low job satisfaction is another factor that contributes to early turnover. If your employee is dissatisfied with their work and tasks or feels that their work is not valued, this can quickly lead to frustration. 😐
Inappropriate working conditions, such as poor working conditions or an inappropriate workload, mean that the new employee is quickly disappointed with the new job and may leave the company early. Unfortunately, it's also quite likely that they will then share their bad experiences with the outside world. 😫
Inadequate remuneration is a common reason for employees to look for alternatives. So if an employee feels that their work is not adequately remunerated, but they make a strong contribution and achieve good results, they will quickly feel underpaid. Performance-related pay is also often associated with appreciation for the work performed; if the relationship is not right, this has a huge impact on the employee's motivation and performance. 💰
A lack of work-life balance is also increasingly cited as a reason for resignation, as it is becoming more and more important for many employees to have a good work-life balance. If employees are regularly expected to perform at their best, this quickly leads to stress and overwork, which in turn results in a build-up of dissatisfaction. ⚖️
These 7 reasons are the main triggers for high staff turnover, so you should definitely avoid them or do something about them!
If you are affected by this, it is time to take action, take the initiative in your company, question what is contributing to turnover and eliminate the reasons for it. The following tips can help you to retain talent and A-employees in your company in the long term. 🔗
Are you fed up with constantly finding new qualified employees for your company, then losing them again and having to start the entire application process all over again?
This is completely understandable, it can be very frustrating if you have already invested a lot of time and money in training an employee. If you are wondering what measures you can take and want to finally counteract this, the following tips on how to deal with early turnover will help you. 👇🏽
The application process is the cornerstone of qualifying and hiring suitable employees, and it is very important to have a good feel for the right applicant. In order to reduce the likelihood of fluctuation at this stage, we have listed some best practices that you can use when recruiting and selecting new employees:
These points should definitely be taken into account in an application process and ideally also implemented. This reduces the initial risks of premature turnover, as the applicant gets a comprehensive picture of their new employer. You also ensure that you hire highly qualified and motivated employees who are likely to stay with the company in the long term and achieve good results or deliver good work performance. 🌟
%20(1).png)
To make a positive first impression of your company, it is important that the applicant is not left in the dark after their interview and acceptance of the advertised position. 🔦
Digital onboarding can help with this. Create a personalized onboarding process for your new employees that gives them a sense of security on their first day and gets them up to speed in just a few weeks. If your company has digital onboarding, new employees can familiarize themselves independently before starting work and are guided step by step through the processes and tasks in the first few weeks without other employees having to invest their time in personal training.
This quickly raises the question of how to organize an induction process effectively. - We'll show you. ⚙️
The onboarding process is an important part of ensuring that new employees can quickly and effectively familiarize themselves with the corporate culture and work processes. A well-thought-out onboarding process can not only shorten the induction period, but also help employees to build a strong bond with your company and thus reduce the staff turnover rate. 🤏🏽
But what makes a good onboarding process?
There are different phases of onboarding that you should consider for the successful integration of the employee into your company. The three phases provide a structure that you and your new employee can use as a guide. 📊
The first phase of onboarding begins before the new employee's first day at work. The aim here is to provide them with all the necessary information and documents so that they can prepare for their first day at the company. 📄
This includes information about the workplace, work clothing and the schedule. It is also important that the new employee knows who their contact person will be on their first day and during the initial period. If they receive all this information, it gives them a sense of security and makes them feel prepared and valued, which automatically gives them a good feeling about their new job. 🫂
The second phase starts with the first day of work and includes introducing the new employee to your company and introducing them to their colleagues and superiors. It is important that you give the new employee a sense of belonging. This motivates them right from the start, as they are involved and not simply left alone. 👥
.png)
The third phase of onboarding comprises the induction and training of the new employee. The aim here is to provide the new employee with all the knowledge and skills they need to carry out their tasks effectively. It is important to structure and plan the onboarding process. Therefore, define clear goals and expectations for the induction and ensure that the onboarding is tailored to the needs of the respective employee and the position. ✂️
Of course, this also applies to training and mentoring programs. If the content is easy to understand and the structure is logical, the new employee can hit the ground running, which helps to keep the initial high level of motivation high. To enable new employees to familiarize themselves independently of other colleagues, it makes sense to provide online training for onboarding new employees . 🏫
This is where Memberspot comes into play, because the online course platform allows you to easily create and upload your own training content without having to deal with annoying technology. Thanks to the intuitive operation, you can create high-quality online training courses in no time at all. Your new employees can use the tool intuitively, even without any prior technical knowledge, and will find their way around the interface in no time thanks to Memberspot's clear course structure. 💻
What's more, they can learn from any location, because if you use Memberspot for your employee onboarding, you can offer your employees their own learning app. For example, you can train employees across locations or even globally, as you can define the language of the content yourself and everything else can also be customized according to your wishes. 📱
What's more, you save a huge amount of time on training, as you can record and upload content once and then only have to update it.
Your new employees can also learn at their own pace and look at content several times if something is unclear. As they can largely familiarize themselves independently, no colleague has to take over personal training, which saves a huge amount of resources as the employee can continue with their work. ⏳
The digital learning platform offers a great learning experience, because by alternating between text, video, audio or exam lessons, the learner can access different formats, allowing them to internalize the content better. 🧠
Would you like to test it yourself? Then simply click on this link and you will be taken to our free 14-day trial version.
If you use these 3 phases as a guide , you will be able to optimize your existing onboarding 🧶
Well-designed employee onboarding plays an important role in retaining and motivating new employees. A clear structure, effective introduction to work processes and open communication are decisive factors in reducing early turnover. 🪄
You should also communicate your corporate culture to your employees at an early stage and convey the company's mission statement, values and vision in order to create a common understanding. The corporate culture includes the values, norms, attitudes and behaviors within a company. It is therefore decisive in determining whether employees and, above all, new employees feel comfortable in a company or not. But how exactly does a good corporate culture affect the reduction of employee turnover?
Corporate culture plays an important role in improving early turnover. This is because it makes your company unique and influences the way employees work together, make decisions, communicate and behave towards the company.
You may have experienced it yourself:
You join a new company and immediately feel uncomfortable. You may not like the working atmosphere or the company's values don't match your own beliefs. In these cases, it's highly likely that you'll soon jump ship again and look for a new job. 🚢
Corporate culture is crucial for employee loyalty to the company. A strong corporate culture helps to ensure that employees remain motivated in the long term. A weak or unclear corporate culture, on the other hand, can make new employees feel uncomfortable and quickly look for other companies. 👀
As an employer, you should therefore ensure that the corporate culture is clearly communicated and that your company's values and goals are aligned with those of your employees. For example, conduct regular feedback meetings and employee surveys to increase job satisfaction and continuously improve the culture. 💬
A positive corporate culture can also help employees to identify more strongly with the company. By creating a culture of appreciation, openness and cooperation, you strengthen the trust and loyalty of employees and thus also reduce employee turnover.
The working environment is also part of the corporate culture, and we will now clarify the things you need to consider here as an employer. 🔎
Most employees spend the majority of their day at work, so it's important that they feel comfortable and productive where they work. A pleasant working environment can not only increase their satisfaction, but also ensure that they build a stronger bond with your company and thus minimize turnover.
What is part of the working environment? 🖥️
The working environment encompasses all physical and psychological aspects of the workplace, such as office design, the indoor climate and relationships with colleagues. 🌩️
A positive working environment encourages creativity and motivates your employees to give their best every day. A pleasant working environment can also contribute to a better work-life balance, as employees spend time in a place where they feel comfortable and safe.
It is important for companies to be aware of, consider and help shape the working environment of their employees . A modern and comprehensive office design makes employees more productive and happier. Plants, artwork and other decorative elements brighten up the working environment and create a positive atmosphere. 🪴
The quality of the indoor climate is also of great importance. Too high or too low a temperature, poor lighting and noise have a negative impact on employees' productivity and well-being. ⚡
A well-equipped kitchen or recreation room ensures restful and relaxing breaks. 🌤️
A good relationship between colleagues is also important; there are few things that influence a positive working atmosphere as much as the relationship with colleagues, and this in turn has an impact on job satisfaction. If the working atmosphere is negative or unpleasant, employees no longer feel comfortable and motivation drops, which then affects the quality of work and results in low productivity. 💼
A low level of loyalty to colleagues favors job changes, because it is not really difficult for employees to say goodbye. It is therefore important to create a positive working atmosphere in which everyone feels comfortable and motivated to perform well and achieve results.
Ultimately, it is important that you value your employees and take care of their well-being. Employee turnover is reduced by a positive working environment, because your employees feel seen and taken seriously and can identify more strongly with your company. It is also important to show your employees that you are interested in them and that it is important to you that they are doing well at your company. The best way to do this is to regularly check on their well-being in person. You can also ideally combine this with employee feedback.
What significance does employee feedback have for early turnover?
As an entrepreneur, the qualified employees in your team who are committed and loyal to your company are probably very important to you. But how can you ensure that these talented people stay with you in the long term and thus avoid staff turnover? One way is to give them regular feedback and evaluate their performance. 📃
.png)
By regularly talking to your employees about their strengths, weaknesses and potential for improvement, you show them that you value their work. It's best to start doing this during the probationary period, so that the new employee immediately realizes that they are valued and supported in their job. 💎
There are many ways to give feedback, e.g. through a regular performance review. At this point, it is also important to ask employees about their well-being and how they feel in their department and with their area of responsibility. By taking an interest, you show them that they are an important part of your company. ⭐
An additional important component is performance appraisal, as this is where you can check the quality of work by regularly assessing the employee's performance and setting them clear targets. To do this, it makes sense to involve the employee's direct line manager in order to get an objective and unbiased picture of the employee and their work performance. This assessment shows him that you are interested in his development. A fair performance evaluation is also an incentive for employees to constantly improve and helps them to focus better on achieving their goals. 🎯
It is also important to emphasize that feedback and performance appraisals should not only be used as a control tool. If you as an employer really want your employees to develop their skills and knowledge, you should also be prepared to invest in their training and development. 💸
Employee feedback and performance appraisals are important tools for strengthening employee loyalty to your company and conveying appreciation. Employee development has a number of advantages, which is why investing in the further training of your own employees makes more than sense.
You can find out which benefits we are talking about below.
To keep your company on course for success and continue to grow, it is important to have suitable and committed employees. But how do you ensure that your employees remain motivated and productive in the long term? 🧮
One effective method is to support their professional development and training. Why exactly is this so important?
Supporting employees through training is an investment in the future of your company and helps to reduce staff turnover and increase your company's success in the long term. 🛫
.png)
It's important to recognize that developing and training employees not only benefits them, but is also a benefit to your business. 🚀
Here are some of the benefits of promoting employee development and internal training:
Investing in employee development and training is therefore a win-win situation for your company and your employees. It promotes potential and secures the future of your company, while also increasing employee satisfaction. 🎢
Investing in development is another way in which you can reduce early turnover. Of course, there can still be resignations... in this case, how do you ensure that the employee leaves the company with a positive impression and feeling? 👋🏽
The topic of "when good employees leave the company" is often neglected and pushed aside.
When an employee turns their back on the company, it can be very disappointing and frustrating, especially if it is an important employee who was involved in organizational structures and made a major contribution to success.
However, this can also turn out to be an opportunity to maintain a positive relationship and gain the employee as an ambassador for the company. After all, you should always bear in mind that former employees can still be potential customers, business partners and even future employees. 👤
Here are some tips on how to deal with departing employees so that they remain positive ambassadors for your company:
It is beneficial to recruit former employees as positive ambassadors, as they strengthen the company's reputation in the industry. Through their experience with your company and their understanding of the corporate culture, they provide credible and authentic reviews that attract potential applicants. 🧲
They are also an important and valuable resource for the company when it comes to filling vacancies. Former employees are often more motivated when they return, as they are then usually assigned to a position that suits them perfectly and thus decide to work for your company again. In addition, former employees already know the company and the way it works, so they can be quickly reintegrated into the company. This can save time and money that would normally be spent on training new employees. ⏰
In order to let employees leave with a positive feeling, you should make sure that they are treated respectfully and fairly during their employment at your company. It is also important that they want to leave the company of their own volition and not because of negative experiences or impressions. This usually has a negative impact on the ex-employee's "rating" later on, i.e. the way they talk about the company, which can damage the company's reputation. 🤲🏽
.png)
Employee turnover is a major challenge for any company and has a lot of negative effects on a company's growth and success. 👀
Don't let fluctuation get you down and optimize your onboarding program, actively work on a positive working atmosphere and focus on the continuous development of your employees. By implementing these strategies, you can not only reduce staff turnover, but also increase the motivation and performance of your employees and thus contribute to the long-term success of your company. 💎
We hope you enjoyed reading it. 📚
Best regards
Your Memberspot Team