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With hiring budgets tight and the cost of replacing staff higher than ever, it’s never been more important to retain existing workers for longer. Our guide to frontline (or ‘deskless’) worker retention provides the context around frontline employee turnover and offers 5 tips on how to hold onto your stars for longer.
Why retention matters
While some causes of employee turnover are beyond the control of employers – for example, economic volatility – there’s still a lot that organisations can do to ease or improve this key HR metric.
That’s critical, because there’s a lot at stake. Afterall, it’s not just the loss of a trusted employee and their experience and knowledge that leaves with them; it’s also the financial cost of finding a new employee. Then there’s the blow to customer service and the impact on other employees who are left to pick up the slack. It can result in more overtime and unsustainable workloads, creating a domino effect of yet more employee turnover.
Losing high performing or high potential talent can be catastrophic. They are usually highly engaged, highly motivated and highly influential – others respect and look up to them.
The saddest thing is, in most cases, voluntary turnover is both predictable and preventable. There are usually clues to look out for well before someone quits, especially those high achievers.
Frontline worker retention
Our guide offers 5 tips on how to retain frontline workers for longer. From providing fair and equitable remuneration, to offering more flexibility and autonomy and focusing on employee health and wellbeing, these are foundational steps every employer can take.
Our guide will help you approach retention with intention to turn your organisation into a talent magnet. It covers:
What’s sparking the exodus of frontline workers
How to use employee turnover data effectively
How to turn the ship around: 5 tips to retain your stars
Keen to learn more? Download our guide today by completing the form.