How to reduce turnover thanks to the employee experience?

With the combined effects of a global pandemic that has changed the relationship to work and a new generation in search of different meanings and a different pro-personal balance (facilitated in particular by an acceleration of teleworking), Turnover is more than ever at the center of attention of human resources teams.

It is now a key indicator of the organizational health of companies and a major challenge for them to meet. Especially in the Tech ecosystem where The war for talent continues to rage, despite a sharp downturn in the economy, Employee loyalty is more than ever a crucial issue which must be able to respond to in order to ensure good staff stability.

How can you reduce the turnover rate within your organization? What levers do you have at your disposal to motivate your teams? How to meet the aspirations of your employees? These are all questions that are part of your daily life and sometimes it can be quite complex to find the right solution. The concept of“employee experience” is an increasingly popular approach within companies and is proving to be an extremely effective HR strategy in responding to these issues of employee retention but also of recruiting talent. Here are some best practices for implementing it within your HR policy and Reengage your teams ! ‍

Turnover in companies: a key indicator

Let's start with a definition of turnover. Turnover, also known as staff turnover or turnover, is an essential indicator for human resources departments. Turnover is calculated by dividing the number of departures in year N (resignations, layoffs, retirements, etc.) plus the number of arrivals in year N divided by two, by the number of employees on January 1 of the year, all multiplied by 100 to obtain a percentage that is [(Number of departures in year N + number of arrivals in year N + number of arrivals in year N)/2]/Number of employees on January 1 of the year, all multiplied by 100 to obtain a percentage that is [(Number of departures in year N + number of arrivals in year N)/2]/Workforce on January 1 of Year N. This staff turnover rate can vary considerably depending on the sector of activity, the size of the company and the working conditions.

A high turnover rate can be a sign of poor working conditions, a bad social climate or an inadequate rotation policy. It can be accompanied by a high level of absenteeism. In a competitive job market, reducing turnover is essential to ensure employee retention and maintain optimal organizational performance.

The consequences of high turnover

A high turnover rate can have numerous negative consequences for a business. First, it can lead to significant costs. Indeed, hiring and training new hires is expensive and it will be more beneficial to use this budget to retain the existing team. In addition, it can damage corporate culture and the work environment, which can affect employee loyalty and the employer brand.

High turnover puts constant and exhausting pressure on the Human Resources team. HR managers find themselves constantly immersed in a whirlwind of staff entries and exits, making the task of human resources management and long-term planning exceptionally challenging. This situation only increases stress, discomfort and demotivation within the company, as employees who choose to leave can leave behind a tense work environment, thus casting a shadow on team cohesion.

What is the employee experience?

The employee experience, also called employee experience or employee experience, includes all the interactions that an employee has with a company, from the moment they apply to their possible departure from the organization. This concept has evolved in parallel with the customer experience, which aims to create a unique, fluid and personalized relationship between a company and its customers, generating positive emotions before, during and after the sale.

The aim is to master each stage of the relationship between the employee and the company by identifying and taking into account the needs and expectations of employees. The career path of the employee in the company, from arrival to departure, is then seen as a cycle with different phases that should be made attractive:

- The publication of job offers,

- The different stages of discovery during job interviews,

- Integration and acclimatization within the team,

- Daily work management,

- Evolution within the company,

- Support in career management,

- The process of possible departure of the collaborator.

In summary, the employee experience is about creating a work environment where each stage of the relationship between the employee and the company is carefully managed to meet the needs and expectations of employees, while promoting their professional development. The result will be quickly visible: talent retention, better engagement, increased productivity and well-being at work.

Build an effective and rewarding employee experience

- The recruitment process

It all starts with the recruitment process. Simplifying and optimizing this process is critical to attracting the most qualified candidates. Effective recruitment can help reduce turnover by avoiding bad hires and departures during a trial period.

- Onboarding

The integration of new employees is crucial. A good Onboarding allows employees to adapt quickly to their new work environment, to understand corporate culture and expectations and to feel valued from day one. To welcome the new employee in the best possible way, several ideas: a welcome breakfast, a presentation of the team, a detailed program of the first day and week including training, tutoring, interviews with human resources teams to give more visibility on the company's career paths.

- Mobility

Encourage internal mobility can contribute to reducing turnover by offering employees the opportunity to change positions or departments within the company. This makes it possible to respond to their need for professional development without leaving the organization. Internal mobility programs make it possible to give career prospects to each employee in an individualized manner and to keep employees motivated.

- Offboarding

Even when employees leave the company, it's important to treat them with respect and professionalism. A good offboarding process can provide valuable information about the reasons for leaving and allow the company to make improvements. Remember that employees who leave the company can be ambassadors. ‍

Listen and consider the new expectations of employees

- Offer more flexibility

The world of work is changing rapidly and new generations of employees are looking for more and more. flexibility. Flexible work schedules, remote work and the possibility of reconciling professional and personal life have become key elements in attracting talent and retaining the best performing employees. Businesses that don't offer these benefits are likely to see their turnover increase.

- Promote commitment to the business project

Talents want to feel connected to the mission and vision of the company. They want to understand how their work contributes to the organization's overall goals. To reduce turnover, it is essential to create an environment where employees feel committed and motivated to contribute to the success of the company. Corporate culture and strong values, combined with good communication around the project and the vision, will promote this commitment.

- Focus on well-being and collaboration

Well-being at work has become a major issue. Employees are looking for businesses that care about their mental and physical health. Offer a work environment favorable to the development of employees, well-being programs, relaxation areas, Sports in business, encouraging collaboration between teams, respecting vacation time, all this will contribute to improving the employee experience and reducing turnover.

- Strengthen your remuneration policy

Competitive compensation recognizes the value and skills of employees. This reinforces their sense of recognition and value within the company, which can increase job satisfaction. In addition, an attractive remuneration policy including benefits, can serve as a powerful motivator. When employees are rewarded fairly and in line with their performance, they are more likely to invest more in their work and achieve their goals.

Collect feedback from your employees

Many digital tools are emerging to help you assess the commitment and satisfaction of your employees in order to remain attentive to events or situations potentially impacting turnover or simply to collect feedback in a logic of continuous improvement. By equipping yourself, you will be able toimprove the experience of your teams. For example:

- You will be able to collect feedback from your employees.

- You can measure the level of satisfaction or dissatisfaction for each highlight.

- You will analyze the commitment of your employees in a more detailed way.

- You will be able to find adapted and personalized solutions.

Without specific tools and when the size of your team allows it, you can also set up favorable conditions for direct exchange between your managers or human resources professionals and your teams in order to know the concerns of your team in real time.

All things considered, reducing turnover is an essential objective for companies wishing to maintain human capital stable and efficient as well as a good social climate. By taking into account the new expectations of employees, by offering an exceptional employee experience and by optimizing recruitment processes, integration, mobility and offboarding, you can increase employee retention, which translates into better productivity and increased organizational performance.

So don't wait any longer, Focus on a human resources policy based on employee experience in order to reduce the turnover of your teams and see the positive results manifest in your company. And, if in the meantime, you need resources to make up for an absence, why not think about the interim management ? This solution will allow you to face an unusual or transitory situation more calmly.