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How to Slow Turnover by Proving Company Value

Originally published on

Employees leave companies for complex reasons. Some want more pay, while others value community or the feelings they experience when completing their work. This doesn’t mean that companies can’t slow turnover; proving their value to customers and employees is one of the best ways to do it!

Create A Community

Employees don’t just care about money; they want to feel job satisfaction too. Usually, this means feeling like part of a community, though every employee is unique. Business leaders that realize this slow turnover one thoughtful change at a time.

Every employee has their own personality and history, and businesses should never aim for superficial solutions to complex problems, like coworker relationships. Some managers, for example, don’t understand why introverts avoid small talk with coworkers and replace or punish them.

But this will only destroy the workplace community; extroverts love working with introverts! Each personality type can counter the other’s weaknesses if they are given freedom to. Seeing a coworker chastised or let go because they are unique creates a feeling of resentment; the company is valuing superficial personality quirks more than people!

Industry-leading marketing company fosters a community environment by offering a scholarship to students who are dedicated to continuously improving their community. The Community Scholarship awards a student $1,000 for their community involvement and improvement.

Spoil Your Customers

Employees don’t only value each other; they want to see happy customers too. If you can’t convince them that your products and service are helpful, they will look for more rewarding work.

Businesses often struggle to handle customer complaints. Employees know when they aren’t being helpful and will blame management when a policy or picky managers prevent them from doing their job. They know they are interacting with humans with real problems and wish their managers felt the same.

As employees get more power in a company, it becomes easier to lose track of customer needs. Too often companies spend resources solving imaginary problems and aren’t receptive when customers tell them that their needs aren’t being met. Always make sure your leadership listens to customers and the employees that interact with them directly.

Allow Disagreements

Disagreements are healthy because it shows that people care. Businesses that don’t understand this vital concept could stifle dialogue, not allowing coworkers to work toward solutions together. The result is frustration and a steady stream of employees desperate to find a team they love solving problems with.

Allowing disagreements in a workplace has its own risks. Immature employees could hurt employees, customers, and the company’s reputation.

Disagreements should always lead toward solutions and hiring employees who understand how personalities and conflicts work means you can mediate disagreements and help employees accurately communicate their thoughts and feelings. Remember, many workplaces rot because competing parties don’t realize that they have the same motives.

Loyal employees won’t leave your company unless they have to. Few things inspire employee loyalty more than working for a helpful company, but only if they notice it!

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