6 reasons for high staff turnover: One of them may lie in poor training

28.1.2019, 5 minutes read

Loyal staff is a source of skills and a live representation of carrier growth for the newcomers. Furthermore, it’s the staff members who save the company’s costs for training new people. The staff turnover is, however, still a constant problem at large and smaller enterprises, too. Why do employees quit?

staff turnover

1. Heavy workload

The TINYpulse's survey from 2015 shows that up to 70% of employees feel that they are overloaded and unable to get their work done within deadlines. If the workload remains unchanged every week, they lose motivation.

As a result, they may even quit their job. No wonder that staff experiencing such problems starts to look for a job at a company which offers balanced professional and personal life.

heavy workload

Solution: If you came to notice that your employees aren’t able to finish all the assigned tasks, ask them if they feel that you expect more of them than they are actually able to do. Using anonymous questionnaire, for instance.

If the results show that the majority of your employees feel to be overworked, it's time to hire new workforce or at least outsource certain amount of work to external freelancers.

2. Leaving for better pay

A survey also conducted by TINYpulse in 2015 confirms this assumption, too. 23% of all respondents said they would quit their current job if another company offered them 10% raise.

Solution: Grant your staff fair remuneration which it deserves because you would pay much more for hiring and training a new employee.

Consider also their contribution to the company or successfully finished projects. If you are aware of a person with unchanged salary over a couple of years at your company, give him or her a raise without being asked.

3. No perspective in the current job

Career growth is nowadays one of the most vital needs for employees. This applies in particular to young people who find their professional development as important as the benefits package.

After all, a study carried out by EdAssist to determine the work preference of the Generation Z speaks in favor of this argument. This study among others found that up to 60 percent of Millennials would pick the job with strong potential for professional development over one with regular pay raises.

no perspective

Solution: Offer your staff enough opportunities to grow. Assign them more important tasks, introduce an education program, encourage them to attend conferences and invest in internal education (courses).

4. Insufficient training

In 2014, BambooHR conducted a survey aimed at user onboarding. Onboarding is a set of activities aimed at increasing the probability of new employees becoming productive part of the company in the shortest time possible. What were the results?

Among others that insufficient newcomers training is the fourth most common reason why people leave quickly. Up to 76% people expect to undergo an introductory training within the first week.

insufficient training

Solution: Do not underestimate the (re)training! The sooner the workers adapt to their new duties, the sooner they start to work efficiently. And isn’t it exactly what you expect from the newcomers?

5. Bad relationships with their boss

The same survey says that a common reason for people leaving so quickly is their supervisor, i.e. the managers. If you came to notice that subordinates of one manager quit early more often than those of other superiors, the reason is not a toughie.

It is not about people not being able to keep up with your firm. Maybe they just can’t stand their boss. There may be several reasons behind.

The bossing itself has a plenty of forms, including verbal insults, overcontrol, underestimation of the work done, excessive criticism, mocking, deliberate harm etc.

relationship with boss

Solution: In this case, before you hire and train new employees, make sure that there are only real professionals on the management level at your company.

6. Prevailing bad atmosphere

Corporate culture has very strong impact on how the people feel at work. If the human relations work, your staff is happier, and thus more productive. And vice versa, if it’s bad atmosphere prevailing at the office, good results are much harder to achieve.

Solution: There are many ways how to improve the atmosphere and bring the employees together. This infographics by CarreBliss depicts 10 simple recommendations on how to improve the corporate culture.

bad atmosphere

Even small things such as joint breakfast can work miracles.

These are only a few of many factors which influence the staff turnover at your company. If, even after finishing this article, you are still not able to identify your company's problems, you certainly won’t be able to solve them.

If this is the case, you should start to follow up on all crucial parameters which could cause high staff turnover.

If you, while reading this article, came to realize that one of your company’s problems is the insufficient training of the new staff, solution can be quite simple.

Try our YesElf onboarding tool, a more effective substitute of face-to-face sessions, which transforms the newcomers into productive workers, sitting behind the desk. If you haven't heard about it so far, find out what benefits YesElf can have for your company.

Book a Yeself demo to see how customer experience management can improve your business

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