Reduce Your Turnover Particularly Among Younger Workers | No BS Hiring Advice Radio


Listen to the full episode here:
http://www.blogtalkradio.com/nobshiringadvice/2016/03/07/reduce-your-turnover-particularly-among-younger-workers

I discuss an effective way to reduce employee turnover particularly among less experienced workers that are so hard to replace.

Read Full Transcript

This is a video about reducing turnover. Turnover is the bane of organizations because you lose people that are important to you. I know you don't care about the poor performers, the mediocre, the average, but it costs you money to go through the process of replacement, right? So one of the areas where you can mitigate turnover is with how you conduct your performance reviews.
Yes, performance reviews.
There was an interesting statistic that I saw that the impact of performance reviews or at least a couple and that, frankly, they are not particularly complimentary to the process. Now, I want to be clear I'm not suggesting that you do away with them. If anything, we're going to see that my encouragement to you is to increase their frequency.
You see, the younger workers, the millennial population really reacts badly to them. Three out of four in this study frequently feel in the dark about how their managers and peers think they're performing at work. Almost two thirds of them report that they felt blindsided by their performance review. Almost half of them of the millennials polled feel that receiving a performance review gives them the feeling that they can't do anything right. And nearly a quarter of them called in sick because they're anxious about receiving them.
The longer the short of it is, it's not the performance review that's the issue. It's the fact that managers are too lazy or too busy to communicate between the performance reviews that's at fault.
You see, basically, the Millennials report that they don't believe that their managers are prepared to give feedback during these reviews. Almost 40% say the feedback they get is vague; More than half have reacted to reviews by looking for a new job, complaining to co workers, cursing, crying. Is that really what you want?
So, my encouragement is to increase their frequency and to have managers better prepared. The classic complaints about managers is that they worked toward catching people doing something wrong. Instead, remind them that the role that they have is the catch them doing something right and point out the impact of what they're doing (or not doing) and how it adversely affects everyone else. Give them that education . . . And do it real time. Do it on the spot, rather than waiting every three, six or 12 months to say, "you know, that time on March 14, 2000," whatever was. "I had to coach you . . . "
No. Take corrective actions. Give positive feedback between cycles so that, in this way, your review is almost anticlimactic. A hiring manager can walk in and basically say, "If you were me reviewing your work, how would you assess it?" And the employee is knowledgeable about how they're seen, areas that they can use improvement where the manager can tweak it ever so slightly with some praise and some suggestions. You don't want . . . Think of it like a sandwich. The review should be some praise, some places for improvement, some more praise. Doing that, employees walk out feeling supported.
Again, follow this review model of frequent feedback between cycles so that, in this way, when the employee walks in, I have an idea about how they're seen between cycles and you can just simply Say, "if you were me reviewing you, how would you assess my performance and what areas have I done particularly well in? What areas could use improvement? Lo and behold, you'll be stunned at what you hear.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter
Jeff Altman, The Big Game Hunter

Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1400 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named a Top 10 YouTube channel for job search.

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