Ways of reducing High Turnover Rates

There are various methods that can be used to reduce high turnover rates. Evaluating the hiring process is one of the methods that can be used in reducing high turnover rates. In this method, an organization evaluates the cultural fitness of the candidates thus reducing the probability of their employees leaving their jobs. The evaluation takes place within the first month of the three months of probation. Running background tests on employees to reveal their work ethics, integrity, background and personal reliability is vital.

According to research, a trial period should also be considered during the hiring process because it not only assesses the compatibility of the job candidates but also increases the loyalty of new employees and reduce turnover. A 90 day probationary period is set by the organization with a lot of resources during which employees are assessed and both parties share their dreams and expectations. At the end of the period, some will not be hired whereas those they were in agreement with will be hired.

Another important strategy of reducing turnover is offering flexibility to the candidates. Work-life balance is important because it makes the employees feel valued and their needs recognized and respected by the organization they work in. Most American adults look for jobs with flexibility and others leave if there is no flexibility.

An onboarding program is also important during the hiring process since it significantly reduces turnover rates. The process evaluates the compatibility the employees with the organization thus reducing long-term investments on wrong candidates. The program also familiarizes the candidates with the company’s cultures and expectations. It provides necessary information about their jobs and offer training required for their respective job positions.

Retention of current job employees is also as important as the hiring process. One of the major things that should be done is making their work flexible since it makes the employees more committed, satisfied and motivated to work in the organization. Other development methods such valuation of satisfaction of the employees should be conducted.

Evaluation of the proposed intervention strategies

The organizational development strategies put to reduce the rate of employee turnover will be evaluated as follows. As most strategies are set for 90 days, then it is best to evaluate them every 30days. The main and best way to conduct the evaluation will be through surveys, where each survey will include questionnaire, observation and interviews.

The questionnaires will mostly asses why the employees left the job. These will be achieved through questions such as; do you like your job position? What do you like about it? Is there anything you would like to be changed in your job position? What is it? What cultural changes kill your motivation from working? Are you satisfied by your roles in the job? What things would make you leave your job?

The probationary period of three months will give through a chance to observe the new employees. Managers and supervisors in various departments will be in charge of these observations. The supervisors will have an upper hand than the managers because they are more close to the employees. Hence they will be able to tell which employee is not learning, those not fitting or not matching the organizational culture and those who are not committed. Meaning the supervisors can be able and can comfortably recommend the employees to be employed permanently.

The manager will be conducting interviews every month. Questioning the new employees on their job positions and roles they have been handling. This way he can tell those who are committed and are willing to learn more about their posts. The management will mainly deal with assessing the flexibility of their job. So the interviews will help now who is fitting into the organizations culture and help the management realize how flexible each position is.

The evalution strategy will not only be used on new employees but also on the old ones. The interviews on the old employees will be carried after every three months. The interviews will greatly assist to locate small but significant issues that make their working environment hostile. Hence creating a more conducive working environment for the employees, which results as a win-win situation for both sides.


Organizational development is crucial in each and every organization as it brings up and taes care of issues that arise therein. As all organizations experience problems and issues that lead to negativity in its financial success. Hence such issues require to be solved before things get out of hand. It is clear and evident that the rate at which employees were being hired and losing job in this organization was alarming.

Another major factor I notted for the reason of high employee turnover was how the interview was conducted. It was quite short, as they only relied on the resume. Research has indicated that high employee turnover is due to many reasons but finally it has negative negative results to the organization especially in production. Assessment should be done to realize the actual problem, by collecting data and making the necessary analysis. Data analysis proves to be important as it assists the organizational development consultants to make the correct decisions.  After the decision is made and the plan implemented, then evaluation should be carried out to know whether the intervention strategy are productive.