According to the latest government statistics, the number of quits—workers who voluntarily leave a job—has increased over the last 12 months. Employee turnover is always a concern for the retail and restaurant industries. Though the number of quits was steady in May, the long-term stats suggest the challenge of retaining employees won’t abate any time soon.
For training managers, the conundrum of curbing employee turnover is two fold. First, how can you speed employee training programs so that workers are more productive in a shorter length of time, thus improving their productivity before they eventually leave? Second, how can employee training programs reduce turnover and give workers incentive to stay? Here are four strategies that high-turnover industries can employ:
1. Streamline the first day
The initial few days for a new hire inevitably will be spent learning the ins and outs of the job. Getting these employees on the floor as quickly as possible will get them up to speed faster while creating a favorable first impression of their new workplace. For a hire enthused about getting to work and learning the business, nothing stomps on that spirit more than being given a thick notebook of procedures and being instructed to read it all on the first day. New employees will adapt sooner if they are given the time and the tools—such as an iPad-based training program—to start right away.
2. Train where you work, work where you train
Experience is the best teacher. Across almost every industry, workers learn by doing. Employee training programs that allow staffers to learn in the departments and locations they work can provide this experience. Have a question about a process? With an iPad featuring the right solution in hand, that employee can look up the answer or send that question to someone who can help. Unsure if you are doing something right? Re-watch the video, pausing after each step, to see if you are on course.
3. Highlight the technology
Younger workers in part-time positions are notorious for leaving jobs quickly or not putting forth a great effort if they are bored. These same workers have grown up with technology that their parents couldn’t even begin to imagine a few decades ago. Coupling the latest digital solutions with employee training programs impresses younger workers—perhaps not enough to make all of them stay as long as you would hope, but possibly to the point that they respond to the technology and make more of an effort to learn the procedures (and, subsequently, become more productive) being taught through it.
4. Value opinions
Too many high-turnover industry employees, whether they are new hires or have been with the company awhile, aren’t invited to provide feedback about their jobs. In fact, the “If I wanted your opinion, I would have given it to you” attitude from management probably drives more workers off than intended. Employees learning new processes are the front line to a company’s success. Their feedback is important, because if something’s not working on the floor, the appropriate higher-ups need to know. Employee training programs that allow workers to comment, ask questions, voice concerns, or even offer praise not only provide instant feedback to decision-makers, but also eventually improve training processes, thus leading to more productivity. And employees who are made to feel empowered are more likely to want to stay with a job that values their opinions.
How has your company addressed employee turnover?
