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3 Ways Leaders Can Address Employee Turnover That is Within Their Control

According to the 2024 Gallup State of the Global Workplace Report, a staggering 43% of Australian employees are actively looking for new job opportunities. This trend poses a significant challenge for leaders who strive to maintain a stable and productive workforce.

There are actionable steps that leaders can take to address this issue that are within their control. Whether you head up an organisation, or a business unit these ideas can lead to an improvement in employee retention.

1. Enhance Employee Engagement
Employee engagement is a crucial factor in job satisfaction and retention. Gallup’s report indicates that only 25% of Australian employees are engaged at work. Engaged employees are emotionally and psychologically connected to their jobs, which boosts their performance and loyalty.

     3 Tips to Enhance Engagement:

  • Regular Feedback and Recognition: Implement a culture of continuous feedback and recognition. Recognise employees’ achievements and provide constructive feedback regularly. This helps employees feel valued and understood.
  • Inclusive Decision-Making: Involve employees in decision-making processes. This could be through regular team meetings where employees can voice their opinions and contribute to company strategies.
  • Establishing organisation alignment and purpose: Help your employees understand where they fit within the organisation and how they contribute to success. Role clarity is incredibly important.

2. Improve Work-Life Balance
The demand for better work-life balance has become more pronounced, especially post-pandemic. Employees are prioritising their personal lives and mental health, and they seek employers who support these values. High levels of stress and negative emotions reported by Australian employees indicate a high need for better work-life balance.

     3 Tips to Improve Work-Life Balance:

  • Flexible Work Arrangements: Offer flexible work schedules and remote work options. Allowing employees to choose their working hours (if possible) or work from home can significantly reduce stress and increase job satisfaction. It also allows your employees the opportunity to work at the time that suits them best. This is important for retaining women in business.
  • Encourage Time Off: Promote a healthy work culture that encourages taking breaks and using annual leave days. Ensure that employees do not feel guilty for taking the time they need to recharge.
  • Wellness Programs: Implement wellness programs that support physical and mental health. This could include gym memberships, mental health days, and access to counselling services.

3. Support Career Development
Career growth and development opportunities are critical for retaining employees. Many employees look for new jobs when they feel their current role does not offer sufficient opportunities for advancement. Leaders can address this by creating a clear pathway for career progression within the organisation.

     3 Tips to Support Career Development:

  • Development Programs: Introduce professional development programs that offer training, workshops, and certifications. Encourage employees to continuously develop their skills and knowledge.
  • Career Pathing: Develop clear career paths and communicate them to employees. Show them how they can progress within the company and what steps they need to take to reach their career goals.
  • Mentorship Opportunities: Establish mentorship programs where experienced employees can guide and support less experienced colleagues. This not only helps in skill development but also fosters a sense of community and belonging.

Addressing the high turnover rate among Australian employees requires a focused and strategic approach from leaders. By enhancing engagement, improving work-life balance, and supporting career development, leaders can create a more attractive and supportive work environment.

These actions are well within a leader’s control and can significantly reduce the number of employees looking for new job opportunities, ultimately leading to a more stable and productive workforce. It’s a win/win for all.