One of the most significant findings from the Tribal Turnover Survey was that involuntary turnover is unusually high in tribal organizations compared to national trends. Approximately 50% of our survey respondents reported losing at least 20% of their staff annually, with involuntary turnover as the main cause. But what is involuntary turnover, and how can you reduce it? This article provides a few solutions that are easy to implement.
What is Involuntary Turnover?
When employees quit their jobs, this is often categorized as voluntary turnover. Employees may quit for various reasons such as pay, location, benefits, advancement, relationships, and other personal reasons. When employers initiate the separation, it’s often categorized as involuntary turnover. This generally occurs when the employer can prove misconduct.
Examples of Misconduct
- Code of conduct violation: The employer’s code of conduct defines how employees should behave in the workplace, although it may also include outside of the workplace in certain circumstances. It reflects the organization’s values, culture, and operations. Examples of code of conduct violations are absences, tardiness, dress code violations, offensive language, insubordination, stealing, and inappropriate use of employer’s property.
- Policy violation: The employer’s policies and procedures define how employees should perform tasks in a way that’s safe, legal, and appropriate. A few examples of policy violations include not wearing safety equipment when operating machinery, expense records that are higher than the allowed limit, and sharing company secrets.
- Breaking the law: While most organizations aren’t required to have policies around breaking the law, they should still have them and take steps to educate and prevent criminal activity. Examples of breaking the law include violence, gun violence, threats, harassment, sexual harassment, embezzlement, drugs, and other illegal actions.
Reducing Involuntary Turnover
One of the best ways to reduce involuntary turnover is by having an updated employee handbook that is provided to new employees along with the appropriate training. Remember to have signed documentation that shows employees received the handbook and training. Communicate updates throughout the year, including updates to policies and procedures, and always have employees sign acknowledgment forms when they’ve received the updates and training.
Of course, training will only get you so far. It’s essential to have open communication, where employees can ask questions, provide feedback, and report issues without feeling fear or retaliation. But don’t stop here. Your organization is unique, and having the right policies, procedures, and tools in place will help reduce involuntary turnover in a way that’s efficient while reducing the bottom line.
In our current labor market, retaining employees is a significant challenge. Once you have them, you want to do what you can to keep them. This includes making the correct hire to begin with. Fit Testing and job matching are two ways to do that. For insight on how we can help, give us a call.