As with any large-scale retail operation, a certain level of turnover is expected. Sometimes it's related to young employees who travel to college or go back to school, while other times people are let go or find work elsewhere. As a manager, turnover can be costly when it's high. The financial cost of training a new employee as well as the resource expenses of hiring and searching for a new employee can really add up if it's a frequent issue.
When managers are able to reduce turnover, they not only will have a staff that's experienced and knowledgeable about the store and its customers, but they'll be able to reduce the costs of training and hiring. By looking at some of the most common reasons for employee turnover, managers and supermarket employers can work to combat these issues and ensure an effective and experienced workforce.
Unhappy work environment
When employees come into work every day and feel miserable, they're going to start looking for other jobs and careers. The Wall Street Journal listed a positive work environment as one of the best and least expensive ways to improve employee turnover. Managers can help create a positive work environment in a number of ways.
"Simple emails of praise at the completion of a project, monthly memos outlining achievements of your team to the wider division, and peer-recognition programs are all ways to inject some positive feedback into a workforce. Also, consider reporting accomplishments up the chain. A thank you note to the employee is good. Copying higher-ups makes that note even more effective," the newspaper explained.
Injuries or risk of injuries
The Houston Chronicle ranked physical injuries as one of the main reasons why supermarkets may have trouble retaining employees. Clerks, cashiers and other employees spend a significant amount of time on their feet and are at risk for more injuries because of this.
"Stockers might pull muscles, develop back problems, or have accidents causing injuries," the newspaper explained. "Foot problems, such as plantar fasciitis and heel spurs, could prohibit supermarket employees from standing or performing essential elements of their jobs. If a work-related injury persists, it could cause the employee to quit on doctor's orders, or be placed on extended medical leave."
Mangers and supermarket employers can take steps to reduce these injuries or hazards. Proper work shoes are at the top of this list. Employers can install employee corporate programs to save on costs while still providing safe, nonslip shoes. Supportive and stylish, slip-resistant shoes can help reduce the likelihood of slips and falls in supermarkets.
Some supermarket managers may even want to offer specific ergonomic break programs to help employees stay stretched out and feel better. One popular option is for managers to give employees a few extra minutes of break time throughout the day to give them a chance to get off their feet to reduce the chances of an orthopedic injury.
Tasks like schedule changing, taking time off or even asking questions can be difficult and stressful as an employee. When managers make this more difficult by being unresponsive, unhelpful or inflexible, this can lead an employee to start filling out job applications elsewhere.
Managers should try to go out of their way to make sure employees feel heard and can take off time in a reasonable situation, even when it's frustrating. The Houston Chronicle explained that when people don't get the time off that they want, often they just call in sick – causing even more headaches for managers.
You won't always be able to give employees what they want, but by trying to help, you can cultivate an environment of solid employee service, which will draw in more quality employees and retain the ones you have.
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