Employee turnover is a fact of life.\u00a0 It\u2019s inevitable.\u00a0 While we\u2019d like to minimize it . . . particularly among out best employees . . . we can never eliminate it entirely.\u00a0 And that\u2019s a good thing.\u00a0 From time to time, we need new people who bring fresh thinking and new ideas.\u00a0 Still, we want to hold onto people as long as we reasonably can, and as long as it\u2019s in the best interest of both the employee and company to do so.\u00a0 As someone said, \u201cBe a great place to be from.\u201d\u00a0 That is, be that place that your former employees remember fondly, that they are glad to have on their resume, and that they are happy to recommend to friends and relatives who are looking for work.\u00a0 We know that most people who voluntarily leave a job do so because they have a poor relationship with their boss.\u00a0 So if you want to minimize turnover, it\u2019s up to you and your leadership team to avoid doing those things that tend to chase people away.\u00a0 To learn what behaviors you and others in positions of authority need to cultivate, please continue reading below.<\/p>\n
6 Ways to Reduce Turnover and Keep Your Best People on the Job<\/strong><\/p>\n These six things are not intended to be a definitive list of all the things you should do to minimize turnover, but if you adopt any of these things that you\u2019re not already doing, you will definitely see a reduction in the number of people heading for the exit.<\/p>\n","protected":false},"excerpt":{"rendered":" Employee turnover is a fact of life.\u00a0 It\u2019s inevitable.\u00a0 While we\u2019d like to minimize it . . . particularly among out best employees . . . we can never eliminate it entirely.\u00a0 And that\u2019s a good thing.\u00a0 From time to time, we need new people who bring fresh thinking and new ideas.\u00a0 Still, we want<\/p>\n\n