Small-scale organisations, be they for-profit or a nonprofit entity, have a problem with their human resources management. By the virtue of being small and oblivion, it is already difficult for these entities to attract new employees of high calibre. There is, however, another issue that can be resolved with little changes in management and leadership. Small entities have common grievances due to high employee turnover, and for some, there is a complete rotation of employees in a matter of every six to twelve months. There are factors that you as employers have less control over but let us first discuss some of the problems that you may look for and solve within you and your organisation. As a matter of fact, I have met employers who develop such a negative attitude for their former employees that they would avoid any discussion that involves them. If you’re still reading this, congratulations! You’re not one of those employers and are already a step ahead in optimising the employee turnover rate for your organisation. You’re still free to leave if you’re looking for usual tips of hiring the right and firing the wrong employees. This blog is meant for the leaders of small-scale organisations and discusses some of the fundamental issues of leadership that you may look to resolve within you.
- Focus on the work environment. Your team is small and you can turn it into your advantage by fostering a sense of belonging and communityship among your employees. Establish a work environment where everyone feels free to learn from each other (including you) and where feedbacks are welcomed. How’d you do that? It begins with you. Check within you for negative attitudes and inspire your employees to follow you on the course of transforming your shared work environment.
- Pay heed to your employees’ woes. Have you been paying your employees on time? That’s the least one expects from their organisation. It doesn’t end there though. Establish an open line of communication between your employees and you and welcome them when they come to share their work-related grievances with you. You may go one step further and prioritize your employees’ happiness by focusing on their needs and expectations and reconciling them with organisational goals.
- Let your employees have some autonomy and focus instead on the outcome. So you’ve hired a project manager and the two of you have a difference of opinion on how to approach a task. Ultimately, it’s your call but you are set to only lose if that is how you plan to move ahead. Let your employees have some autonomy at times, and instead, focus on the outcome. Demand accountability from your employees for the outcome but it wouldn’t mean anything if they are not given the right amount of autonomy with their work.
- Outsource. You are a small organisation and may not be able to retain talents for long-term but do you even need those high-paid employees? Outsourcing lets you use talents with different expertise for different work. You may turn to one agency to develop and manage your online presence for a minimal cost and turn to another to lead a one-time project. Employing more high-paid employees for different tasks might not be a very optimal option for you either.
Still not sure? Drop us a text or call us now and we shall help you optimise your employee turnover rate.