Tips For Avoiding The High Cost Of Attrition
BY: Jordon Geiger
- Strong emphasis on corporate values. Many people are looking for places they can believe in and feel proud to be a part of. They don’t care if the company makes this widget or that app. Instead, they want to work at a place that cares about their community, or that supports a cause that aligns with their own personal goals, or that fosters a culture of inclusivity – one where they can play on a company softball team or in a bowling league with the co-workers, for example. Who are you as a company, and can you articulate that to potential employees?
- Great leadership. Beyond corporate values and culture, some people prefer to align with a leader they admire. That is certainly the case for many here at State Bank of Cross Plains. Bank President & CEO Jim Tubbs is someone of strong character who models generosity and emphasizes work-life balance. I have heard numerous employees cite the opportunity to work with and learn from Jim as the reason they either joined or have stayed.
Roadmap for growth. Sometimes potential employees mistakenly think there is no room for growth or advancement in a small-to-medium-sized business. On the contrary, a small business in growth mode may enable a loyal worker to advance by leaps and bounds as one-person departments blossom into divisions, and so on. Examine each role in your organization and try to map out potential opportunities, even if they are still on the distant horizon. Become adept at explaining your vision for the company and that position, so your employees can get on board with your growth mindset and set goals for themselves and their own career development.