Reducing Turnover (CONT’D FROM PAGE 1)
There were some slower, less stressful and quieter work environments at this firm, but when Stanley talked to HR about working elsewhere, he was told the company was not in the habit of providing “lateral transfers.” In other words, the new job had to be a promotion, not one that involved similar work. As a result of “staying put,” Stanley was terminated less than a year later, and the company
“Nine times out of ten, their unhappiness was due to a very poor fit between the employee’s personality and the work environment,” wrote Marina London in Climbing out of Darkness: A Personal Journey into Mental Wellness. Marina found herself repeatedly recommending those em- ployees look for a more suitable position. At a time when recruiting new hires is more competitive than ever, what company can afford excessive turnover, especially when it could have been avoided? While perfor- mance issues are obvious cause for concern, many signs of unhappy workers are more subtle. They include: • Becoming more withdrawn socially; • Lacking energy and motivation; • More easily distracted or stressed; • More instances of anger than in the past; and/or • Showing changes in outward appearance. 2. Don’t overlook potential solutions. Every workplace has interruptions, but they were endless at one company our example Stanley worked at, a firm that he said was an otherwise pleasant place to work. The problem was it was a little too exuberant for him. Multitudes of coworkers would stop by his cubicle area each day. “Cubicles were in close proximity, and with concentration issues, the con- tinual disturbances were very difficult to cope with.” As Marina wrote, “When you are depressed, everything is an effort. That includes socializing.”
lost an otherwise punctual, hardworking employee be- cause they did not bend their rules and move him else- where in the organization. 3. Take the time to help ensure a good “match” from the start. Determining whether the person can do the job is an important part of any job interview, but too often the discussion ends there. As in our example a reporter good at writing is not enough. If the individual is skilled at writing
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