Building Culture to Counter the Revolving Door

The hiring process is a difficult one for job seekers, but it can be tough on employers, too. Companies often spend a significant amount of time and money finding, screening, interviewing, and hiring a new employee. It’s pretty frustrating, then, for that employee to quit a short time later. This so-called “revolving door” is a significant problem for a lot of businesses, partly because of the difficult hiring and onboarding process, but also because it leaves them with constantly open positions, some of which could be important to the success of the business.

The revolving door is a difficult thing to manage, but one of the best ways companies can counteract this troublesome phenomenon is by building a culture that encourages employees to stay.

Building a great company culture is itself no easy task, but perfecting your culture could be a major step toward improving your business—including reducing turnover.

Here are some ways you can build a culture that will counter the revolving door:

Communicate Clearly

A new employee is likely unsure of herself the first day on the job. It can become even more frustrating if her duties or schedule are not communicated clearly to her. The same is true for company policies and procedures. Creating a culture of clear communication will help avoid these onboarding problems, and will help the new employee feel secure in her position. Model good communication with current employees to show that good communication is a company-wide expectation.

Value your People

No one wants to work in a place where they feel unvalued, unheard, or disrespected. Create a culture that helps your employees feel valued. Set clear HR-related expectations and stick to them. Be encouraging, complimentary, and kind. Give employees gratitude and recognition for a job well done. All of these things will help employees feel like valued, needed members of the team.

Share the Vision

Your company shouldn’t just be about “doing business,” it should be about accomplishing something and working towards a vision. Share that vision with everyone in the company. Over-communicate it so that everyone knows it by heart. Talk about why it’s important and how each individual job contributes to making it a reality. When your employees feel like they are “a part of something,” they will want to stick around for a while to contribute to the cause.

Practice Accountability

While it’s important to value people, it’s also important to value results. Employees should be held accountable for their work. A culture of accountability means that people are allowed to make mistakes, encouraged to do their best even with restrictions, and motivated to grow and do better. Accountability doesn’t have to mean punishment; it just sets a standard of progress and integrity. Employees will appreciate consistency and growth within the workplace, along with the idea that everyone is willing to take responsibility for their own tasks. Employees will also value being part of an organization that expects results and works toward success.

A great culture won’t just pop up overnight, but with some careful thought, organization, and planning, you can develop a company culture over time that will attract—and keep—the employees you really want on your team.

If you could use a little help finding an employee that fits your company culture, contact EDI Staffing. We have years of experience matching qualified candidates to open positions, and we can help you build your team so you can grow your business. Contact us today!