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The following guest post comes from Handle—stress-free construction software that helps ensure your lien rights—and is part of our series of articles on turnover and employee retention rate by industry.
Continue reading “How to Manage High Employee Turnover in the Construction Industry”
Captain D’s is a U.S.-based chain of fast casual restaurants specializing in seafood. Since it was founded in 1969, the company has been committed to great food and a superior customer experience.
Ann Sizemore, SPHR, Vice President of Human Resources for Captain D’s, understands that the customer experience starts first with providing a best-in-class employee experience. In a historically tight labor market and with increasing competition from other chains, she pushed for a more creative solution to recruiting and retaining staff.
Continue reading “How Captain D’s Reduced Its Employee Turnover By 72%”
The following article is another in our series that examines average employee turnover rates by industry. In this article, we hold the retail industry under a microscope to see what might be affecting employee turnover and retention rates, and why employees in this industry are some fleeting.
According to research conducted by The Quality Assurance & Training Connection (QATC), the average annual turnover rate for agents in US contact centers ranges between 30-45 percent, which is more than double the average for all occupations in the U.S.
High turnover and abbreviated tenure at contact centers mean high costs for recruiting and training, lost employee productivity, and diminished morale at the workplace. Discover what contributes to high turnover, and what specific steps can be taken to improve the metrics.
Turnover rates within contact centers vary based on a number of attributes. For example, according to research conducted by analyst firm, Contact Babel, the outsourcing sector one of the most vulnerable types of contact centers when it comes to turnover. It’s also a sector seeing the most change of turnover year-over-year. In 2016, outsourcing contact centers had a mean turnover rate of 73%, in 2017 it was reported the turnover was only 49%.
The same research indicates the size of contact centers have implications on turnover rates:
Finally, according to Mercer’s U.S. Contact Center Survey, tenure and job title also has an impact on turnover rates:
Ask yourself, how does your turnover fare, compared to these statistics?
The list of reasons attributed to agent turnover is long, which is why many contact center operators believe that turnover is a necessary evil of the industry. However, this type of thinking is short-sided. There are solutions for the high turnover rates in the industry, but to get to solutions, one must first pinpoint the root causes of turnover:
Additionally, low pay plays a role in the high turnover rates at contact centers. As many contact centers staff majority minimum wage roles, keeping up with competitors like Amazon, who hire employees with a similar skill set is increasingly difficult considering the tech giant continues to increase their wages.
High turnover rates have a multitude of negative effects on an organization. Specifically, contact centers with high turnover also experience:
Combining the root cause and the result of turnover starts to generate innovative ideas for curbing turnover as a contact center operator.
To work with employees who feel their job is non-challenging or repetitive, blend tasks so your agents aren’t only operating via telephone:
By adding diversity to your agent’s jobs, you can help counteract boredom.
One of the most cited reasons for leaving a contact center, according to Mercer’s study, is the lack of career advancement and job support.
Training and development can help associates see a clear career path of progression within your organization, which can incentivize them to stick around longer and grow with your company. If a clear career path is not an option, enhanced training programs are still valuable for contact center agents to succeed and feel more secure in their role.
Many contact center agents are forced into learning the role while on-the-job. This can cause undue stress while fielding escalated calls. When employees must provide difficult answers, without appropriate information and training resources, it can push employees toward disengagement at a faster rate than those who feel prepared to handle emotional customer calls.
Promote Well-BeingResearchers in Italy recently found that promoting the well-being of call center employees is an important key to fostering job satisfaction and reducing turnover.
In their study, the researchers focused on training programs that dealt with emotional dissonance. For example, when a customer calls into a contact center, it’s likely they are calling with:
If for any reason service dips below the expectations, emotions like negativity, aggression, anger, and frustration can occur. Subsequently, these emotions are pushed on to your agents which can create a stressful work environment, that sometimes bleeds into personal life.
By nature of the job, contact agents mask their natural emotions in the name of customer service, which can create emotional dissonance. As the researchers found, emotional dissonance has a direct correlation to job satisfaction and turnover intentions.
Organizations who focus on training or benefits directed toward employee well-being, can improve employee engagement, productivity, and decrease turnover.
Absenteeism can be a precursor to turnover. In organizations with high rates of absenteeism turnover can happen in two forms:
In either scenario, the customer experience worsens, workplace morale drops, and overworked staff will become disengaged. By focusing on the factors that influence absence, you can help lower rates of absenteeism at your contact center. The following are commonly cited reasons for employee absenteeism:
One way to discourage absenteeism could be to offer rewards or incentives to those who practice responsible work habits. For example, organizations can consider offering increased paid time off, or schedule flexibility to help accommodate unavoidable absenteeism.
Additionally, offering a daily pay benefit can encourage workers to come to work, as they can cash out after a shift. Our proprietary research has shown that offering DailyPay translates into reengagement and increased productivity:
Giving your employees a reason to come to work, and stay engaged at your workforce is the key to improving your retention rates.
Such was the case for Stellar Senior Living, a family owned and operated company providing independent living, assisted living, and respite services across the Western United States. Continue reading “Stellar Senior Living Partners With DailyPay To Improve Retention And Employee Engagement”
The following article is another in our series that examines average employee turnover rates by industry. In this article, we hold the retail industry under a microscope to see what might be affecting employee turnover and retention rates, and why employees in this industry are some fleeting.
While the average turnover for all industries in the United States sits at around 15 percent, the average turnover rate in the retail industry is slightly above 60 percent, according to the National Retail Federation.
The unprecedentedly high turnover rate translates into more than 230 million days of lost productivity and $19 billion in costs associated with recruiting, hiring and training, according to Human Resources Today.
In our previous article, we discussed employee retention rate by industry and looked at which industries have the best and worst employee retention rates. In this article, we take a closer look at the healthcare industry.
According to a study by National Healthcare Retention & RN Staffing Report, the average hospital turnover rate in 2017 was 18.2%, which is the highest recorded turnover in the industry for almost a decade. Since 2013, the average hospital turned over 85.2% of its workforce.
In our previous article, we discussed employee retention rate by industry and looked at which industries have the best and worst employee retention rates. In this article, we take a closer look at employee turnover rates for hotels.
As a result of margin attention to employees, the Bureau of Labor Statistics estimates an annualized employee turnover rate of 73.8% in the hotel and motel industry. This figure is striking consider most HR experts agree a healthy turnover rate should actually be somewhere in the 10-15% range. Continue reading “Turnover And Retention Rates For Hotels And The Hospitality Industry”
As one of the largest generational groups in U.S. history enters retirement age and beyond, caregivers are more in demand than ever. In order to keep up with the growing need, health facilities are reexamining the way they recruit and retain employees.
What does turnover look like in the caregiving industry and how are recruiting and retention practices evolving?
Continue reading “What Are Turnover And Retention Rates For The Caregiver Industry?”
In our previous article, we discussed employee retention rate by industry and looked at which industries have the best and worst employee retention rates. In this article, we take a closer look at the restaurant industry, which has a notoriously high turnover rate and low retention rate.
Fast food restaurants, along with fast-casual restaurants, make up a segment of the restaurant industry known as quick service restaurants (QSR). Though the QSR industry is fast-growing, staffing issues abound.
What does turnover and recruiting look like in the QSR industry?
Continue reading “Turnover And Retention Rates for QSR Businesses”
Employee churn is the best way to describe both employee turnover and attrition rates. What differentiates the two types of employee departures, what do they mean for your bottom line, and how can they be controlled?
Continue reading “What is the difference between employee turnover and employee attrition?”
