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Don’t Let These Four Interrelated Challenges Take Your Business Down.

If you’re struggling with high turnover, low engagement and morale, poor performance, absenteeism, and/or weak culture, you should know that many of these challenges go hand-in-hand. Do these struggles sound familiar to you?    

  1. Retention: Inability to retain your best people, while losing time, money, and productivity.
    You know your employees have options. And, as unemployment rates drop and the qualified candidate pool shrinks, they have even more options. When an employee leaves, your workplace and workforce are going to feel the pain: in the quality of work, in responsiveness to daily tasks, in the morale of remaining employees, in new recruitment costs, and in the turnover spiral that often comes next. The ability to retain your people is critical. In fact, the inability to retain them is way worse than you might think
  2. Engagement: Belonging and appreciation deficits that weaken peer and manager relationships.
    When employees leave, they often cite pay as a driving reason. But most of the time, it’s not really about the money, even if they tell you it is and you believe them. It’s about how they feel. And if they’re not feeling good, why not give another place a try that also happens to pay a slight bit more? What makes employees feel good is a sense of belonging, a real connection with peers and managers, and the knowledge that they are valued and appreciated. That’s engagement and it’s not as difficult as it seems.
  3. Culture: Low levels of retention and engagement that put positive culture at great risk.
    Could you define your culture if someone asked? Would doing so make you cringe? The true question: Can your employees identify your culture and their purpose within it? If you have a retention problem, you have an engagement problem, and if you have retention and engagement problems, then your culture is probably in the pits. Truth. Good culture is the product of high job satisfaction, strong relationships, attentive leadership, frequent and genuine recognition, and a sense of purpose. It is absolutely possible to achieve all of this.
  4. Recruitment: High turnover, low morale, and poor culture that force constant recruiting.
    Writing job descriptions and postings, fielding emails and snail mails, poring over hundreds of résumés, interviewing candidates, facilitating all the paperwork and administration tasks: all of this and more went into hiring the right person. And, if that person you worked so hard to get in the door leaves within a year, then you just kissed that time and effort (and money) goodbye. If you can’t get retention, engagement, and culture in harmony, you’ll keep on blowing those kisses. Turnover, and everything you lose when it happens, is the result of neglecting the elements that make your facility a great place to work. This has to stop, right?

You might feel powerless, but you’re not. We can help. First, reach out to us and request a turnover analysis. We’ve developed a calculator that factors in pay rates, staff burden, recruiting, onboarding, and administrative costs, and more. It tells the whole story of your turnover—and you won’t believe it when you see your number. 

Once you find out how much you’re losing to turnover, you and your company’s leadership will be compelled to act. We can help with that, too. We have solutions to help you improve in all the areas where you’re struggling. We can promise you results because we’ve seen them—in our clients’ success.

Contact us today!


About the Author:

Allison has been a professional writer since 2002, with experience working in a variety of business environments dating back to 1993. Her breadth of knowledge comes from time spent on both the manager and employee sides, as well as her years immersed in the employee recognition industry. As a writer, she insists on the Oxford comma, loves to un-dangle dangling participles, and often indulges in the subjunctive mood. True story.