Controlling Employee Turnover

Impact Logistics, a distribution and workforce company, was founded nearly 30 years ago with four employees working out of a small home office. We’ve grown over the years to become a nationwide company, with workers in major markets including Los Angeles, Atlanta and Chicago.

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And while our total employee count is nearly 2,000, our home base operations in Memphis include about 300 workers, and our corporate headquarters has a couple dozen full-time workers.

 

We consider ourselves a small business with a big vision, and we’re dedicated to providing our customers with the best service possible. A big part of that commitment comes from hiring and retaining the best members of our team, and decreasing employee churn.

 

But why are we passionate about controlling employee turnover?

 

Because it affects our bottom line, that’s why!

 

Out of all the employees who fill out applications, only a small percentage get all the way through our hiring process and actually begin working.

 

High turnover costs us in administrative and training fees because we must start back at square one to find and train replacements. And not only does employee churn affect the bottom line, but it also damages the morale of remaining employees

 

Here are some methods we’ve adopted to slow down the revolving door:

 

 

  1. HIRE the right people:

 

Be absolutely certain that a candidate is the “right fit” – not only for the hiring position, but also for your company culture.

 

 

  1. PRE-SCREENING:

 

Pre-employment screens such as background checks and drug testing can go a long way in reducing employee turnover, not to mention reducing theft, drug use, and potential violence in the work force.

 

  1. APPLICANT POOL:

 

Maintain an updated list of applicants in a “maybe” file that you can revisit and transition into a “yes” employee when needed.

 

  1. FIRE THE RIGHT PEOPLE:

 

It is inevitable that every now and then you will end up with an employee who just doesn’t fit in with your company’s culture. That person may end up doing more damage than good if you allowed to remain on your team, so recognize your hiring mistake, take action to rectify the situation and learn from it as you move forward.

 

 

  1. EXIT INTERVIEWS:

This is a great opportunity to identify any problems an employee had while on the job, as well as a chance to gain valuable insight about issues to address in the future.

 

 

ENGAGING questions to ask yourself in an effort to prevent turnover:

 

  1. Is the employee satisfied?

 

Make sure an employee feels like he/she is part of the TEAM! Show your employees that they are valued and appreciated.

 

  1. Is the employee committed to the Company?

 

Make sure employees buy in to your company’s vision and goals.

 

 

  1. Does the employee have an emotional connection to the job?

 

Employees who are happy and connected to their positions are more likely to put forth maximum effort in all they do and less likely to leave.

 

By Angelina Dominguez Little, Human Resources Director for Impact Logistics