When talking about turnovers, most companies get their data during the exit interview. They find out why the employee left. This process of gathering data may seem useful in designing their employee engagement programs, re-examining their salary structure, or even reviewing their policies in the future. But, all too often, it is counterproductive. They’ve already lost an employee that may have stayed for longer if not for certain things that the company overlooked. So, instead of asking, “Why did Fred leave?” maybe we should ask, “What makes Sheila stay?”
Back in March 2014, The American Psychological Association (APA) awarded four awesome organizations for their best practices at keeping their employees. Let’s examine each one:
This organization was recognized for its support in their employees’ well-being by way of in-house training services that include courses in English, sales, food science, and professional development. This resulted in high staff morale. And we all know what happens when the morale is high. Sales and profits!
This restaurant distinguishes themselves among others through their stress-management sessions by bringing a clinical psychologist on-site monthly for one-on-one appointments free of charge. Not only that, their solid employee wellness programs, incentives, and development opportunities have resulted in high referral rates, as well as high quality applicants and low turnover rates.
They say hospitals are not for everyone. And though that may be true, to a degree due to specialized skills, this hospital’s employee satisfaction rates are off the charts. And you don’t have to wonder why. They take being proactive and collaboration to a different level. Employees have a say in the policies that affect them and their patients. They are also involved in small-group management teams with staff-run committees and continuous improvement teams. In doing so, they provide their staff with higher level of control, which also means higher level of accountability. Amazingly so, this has resulted to a decline in the number of workplace injuries and worker’s compensation claims over time despite an increase in the number of employees.
Yet another organization that focuses on employee wellness. Not only that, they make it possible for employees to strike a balance between life and work with their Center for Work and Family Life. When they say “wellness,” they mean holistically. And that’s resulted to increase in productivity and reduced absenteeism.
So, you may ask why they have been chosen by the APA. Well, for starters, their average turnover rate is only 7% compared to the national average of 38%. Obviously, they’re doing something extremely well. Well, 66% of employees from these companies say their employer promotes and supports a healthy lifestyle. About 71% say their employers provide adequate resources to address their mental health needs. And 69% say their management provides programs to help them manage stress. How cool is that?
However, there is no perfect formula for everyone. Every company is different. So it’s good to have an HR consultant on the side to look at things from an outsider’s perspective. And, while we understand that we may not be able to provide the same benefits and programs as the companies above, two things are common: employee holistic wellness and life-work balance.