Increased Management Strategies Help Reduce Stress & Retain Onboarding Employees

Actual Comments of Why Employees Leave
“Better orientation with proper introductions and formal review of policy and procedures that made the transition less stressful. Support and follow-through from immediate supervisor. This job was very stressful because of the lack of organization and support from the immediate supervisor. I had talked to the supervisor about my concerns numerous times in hopes that something could be fixed. Nothing was ever done or “forgotten”.”

The Solution
This comment offers great insight into how a supervisor’s actions or lack of actions can create stress in the workplace which ultimately resulted in a turnover. We all have had a manager who was unorganized, didn’t share information, didn’t follow through, didn’t communicate and on and on, and didn’t realize how that causes stress to employees. Not only does stress in the workplace contribute to turnover, but the hidden cost of stress is far-reaching. Let’s face it, everyone has stress in their life. According to the Holmes-Rahe Life Events Scale, which rates levels of stress caused by a life event, many of the most stressful events in life are related to the workplace, including “trouble with the boss”.

Studies tell us that nearly two-thirds of Americans say work is the main source of stress in their lives. The cost of stress is $200 to $300 billion a year in lost productivity, absenteeism, healthcare costs, and other stress-related expenses. Reducing stressful situations for employees can increase employee retention”. Supervisors and managers can play an important role in minimizing stress by doing the following:

• Take time with new employees to introduce them to the department, their peers and co-workers, identify resources available to them, ensure they have the proper equipment and tools to do their jobs, etc.

• Always let employees know what is expected of them and make sure the work is aligned with their skills and capabilities.

• Clearly define roles and responsibilities.

• Monitor workload to ensure it is not unreasonable. Remember if someone is continually working more than 50 hours a week there is a good chance you have more than one job.

• Follow through on promises; and if you cannot, talk with employees.

• Have periodic touchpoint meetings with your employees to find out how things are going and what you can do to help.

• Most importantly, listen to your employees…good managers have good listening skills.

Providing a way for individuals to express concerns anonymously, such as through our ExitRight® Employee Interview survey will give you more comprehensive information about particular areas in your business rather quickly, allowing you to take swift action as needed. Taking all necessary precautions in order to keep your business safe for employees will create a positive environment, showing that you care about everyone’s wellbeing. For more information about our ExitRight® survey, or to schedule your demo, contact us today.

(To protect the privacy of our clients, we have kept the name of the exiting employee and the company they are leaving, completely confidential.)