As mentioned previously, training and resources can potentially lead employees to leave companies as they increase in value. This tendency can be nipped in the bud with a little caution during the hiring process. If companies take care to hire teachable employees with a propensity to commit, and take the time create a favorable impression from the start, they will find that an investment in those employees will be very low risk.
Many of a company’s attrition issues are determined during the very early stages of their relationship with new employees. A study by Ipsos-Reid claims some 30% of employees plan to leave their job within two years. But, Corning Glass, the specialty glass and ceramics giant, found that employees who enjoyed a positive orientation to the company were 70% more likely to remain at their job for at least three years.
Employee retention starts with the interview. Choose your employees based on attitude and ability to learn. Be sure to continually give them the tools they need to succeed. Entrust them with some semblance of autonomy, the ability to participate in company wide decisions and opportunity to expand their skill sets, and kiss high employee attrition good-bye.