A high employee retention rate has many tangible benefits, including an experienced workforce, lower recruitment and training costs, etc. However, zero regrettable attrition should not be an organization’s only goal. According to Mike Boufford, CTO of Greenhouse, analysing the reasons behind healthy and unhealthy turnover is more important than aiming for zero regrettable attrition.

In a recent blog post, Boufford shares three strategies designed to reduce regrettable employee turnover:

Foster a culture of open communication and respect

Lack of proper communication is one of the prominent reasons why employees quit their jobs. Therefore, you must cultivate a culture of openness by discussing the company values with your employees. Open up conversations about the organization’s compensation philosophy with them. This way, the employees will feel a strong sense of belonging in their organization.

In addition to this, studies affirm that employees would stay at a company longer if it invested in their careers. And thus, providing learning opportunities can show your employees that the company values their personal growth. This encourages them to remain committed to the organization.

It is equally important to build a culture of respect in the workspace; work proactively to show that bad behaviour is not tolerated in the organization, according to Boufford.

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