Emplify administers confidential, psychometrically-valid questionnaires to measure employee engagement in your organization. Our quantitative survey will only take your employees about 6 minutes to complete, and we handle the administration, delivery, and data analysis.
We repeat this process every 90 days — so you can see the impact of your actions and can adjust accordingly each quarter.
While other solutions only look at employee satisfaction, Emplify gives you insight into true employee engagement. We do this by measuring the presence of 17 underlying drivers of engagement, such as purpose, autonomy, role clarity and utilization.
The ability to quantify these drivers helps you better understand strengths and weaknesses in your organization so you can prioritize initiatives.
“With the help of Emplify, we’re making decisions that not only make work better for our people, but have a real, measurable business impact. The work we’ve done on employee engagement has led to a 50% decrease in turnover.”
“We have improved employee engagement and performance companywide. Productivity rose to 90% in 2019 (the highest in company history) and our billable revenue has increased by $2 million since we started working with Emplify.”
“I spent an extensive amount of time researching engagement measurement solutions and ultimately went with Emplify because of their coaching. I’ve been thrilled with the results so far. The insights have been valuable and the coaching has been world-class!”
Employer turnover involves the number of people who are hired by the company and then either quit or leave the company for other reasons. A high employee turnover rate is costly for a company, because the process of hiring and training people can be expensive. The total cost of employee turnover depends on the kind of company and the scope of the work, but there’s also the time involved to be considered. For any company that’s interested in keeping their rates of turnover low, an employee turnover calculation is important.
That can give the company a true idea of how much their spending when they keep losing employees. As long as they understand the employee turnover definition correctly and are listing all the costs that come along with it, they should be able to provide information that will lead them to a specific figure as the cost of employee turnover. But understanding how to calculate employee turnover can take some time and effort. A lot of companies choose to use outside help for that calculation, or find a software program that can help them.
Doing these things reduces the potential for miscalculations, so a company can see the true cost of the turnover they’re experiencing. Once they understand the cost, they can focus on how they’re going to reduce that cost in the future. It may be possible to lower the time and cost of onboarding and training, but the very best way to reduce the cost of employee turnover is to stop so much turnover from taking place.
If you’re asking yourself what is employee turnover, you should know that there are big benefits to understanding how it works, what it’s really costing your company, and what you can do about it in the short-term and the long-term. Both have serious implications for the financial and cultural health of your company, and high employee turnover can be a real problem. The way to have a better understanding of the issue is to look at the average employee turnover rate, as well as the employee turnover rate by industry for your chosen industry.
That tells you what kind of turnover rate you should be expecting, and by performing an employee turnover rate calculation for your company you can get a better idea of whether your rate is within normal limits for your industry. Employee turnover statistics can definitely vary by industry, though, so make sure you’re focusing on the specifics and not on the overall rate for all companies. That could be misleading, especially if you’re in a niche market or industry where rates are typically much higher or much lower than the average.
With a better understanding of employee turnover, you can begin to look for ways to slow down your rate. It’s not possible to stop turnover entirely, but having a much lower rate can be a great way to improve your company’s bottom line and make things easier for your employees. Company culture is affected when there’s a high rate of turnover, because people don’t spend enough time together to learn to work together effectively.
Among the most important things a company will ever do is improve their employee turnover rates. They need to know how to calculate employee turnover rate so they can get a good picture of what they’re facing. Then the question becomes how to reduce employee turnover, so they can get back to working together efficiently and effectively. If a company uses an employee turnover formula and finds that their rate is higher than average, taking immediate steps to bring that rate down is very important.
Not only is it expensive to have a high rate of turnover in a company’s employees, but it’s also an issue with morale. A lot of people don’t want to work with a company that has a reputation for turnover, because they don’t feel that their job there is going to be a secure one. They might feel that the company fires people too easily, or that a lot of people leave because the culture is bad there. Those issues can give a company a bad reputation, and keep it from getting good employees.
To avoid that kind of problem in your company, you’ll want to improve your employee turnover rate. So, if you’re wondering how to reduce employee turnover, the answer is a relatively simple one. Your company needs to be a place where companies want to work, and where they want to stay working. If they don’t get fair pay and aren’t treated properly, they’ll leave and go somewhere else. You can avoid that, if you focus on working with your employees and showing them that their voices are being heard.
There are many causes of employee turnover, but the biggest concerns for your business are why your employees are leaving. In other words, what causes turnover rates for your company to be so high? That’s the question you need to answer, because it’s not about any other companies or industries. It’s only about your company and the employees who want to keep. Your employee turnover ratio should be at or below the industry average. That’s how you know you’re doing things right.
But finding out why employees are leaving isn’t always easy, especially if you’re not asking the right questions. That’s why you need a survey you can use to reduce employee turnover. When you survey employees and show them that you’re listening, they’re more likely to be honest about the concerns they have with your company. Happy employees don’t generally look for work elsewhere, and that means they’ll stay at your company and bring down your turnover rate.
When you focus on strategies to reduce employer turnover, consider a survey as a big part of that. The cost of employee turnover 2020 is seeing is continuing to grow, and some companies are struggling because of it. But that can all be stopped when companies use surveys to find out what their employees need, and then make changes to help those employees get more of what’s important to them in their working environment.
If you’re working to reduce employee turnover, there are software options you’ll want to consider. While you can’t get software that will stop turnover, you can get software that can help you reduce it. That includes options for surveys to find out what your employees need, along with opportunities to provide employees with more of what’s important to them. You can’t be expected to give employees everything they ask for, but if your company can make some changes to help workers have more of what they need that’s rarely a bad thing.
With the right software, you’ll be able to focus on how your employees are handling their working environment, what they need from you, and the areas where they’re excelling or succeeding. Depending on the kind of company you have and the type of work your employees are doing, you’ll also have to focus on ways to make adjustments so your employees can be more productive. Listening to their concerns matters, because a high turnover rate is worth working to lower. Then your company can see a better bottom line and your workers will be happier and more productive, as well.
Don’t settle for less than quality software from a company you can trust. That will help you get everything you need from your workers, and help them get what they need from your company, too. With the right software to help your workers do their jobs properly, your levels of employee turnover will fall and you’ll see an increase in morale and engagement that will benefit everyone.
Reducing employee turnover comes with specific strategies. It’s not something you can just say you’ll do and then hope for the best. No matter the size and type of your company, there’s a method to reducing employee turnover the right way. Working closely with your employees is a big part of that, because the employees at your company need to know they matter to you. If they don’t feel like a valuable part of your business, it’s much easier for them to go elsewhere. Usually, that means they’re going to your competition.
That could be disastrous for your business, and is one of the reasons you want to talk to your employees sooner, rather than later. Don’t let your best people leave due to poor pay, bad culture, no benefits, no sense of fulfillment, or other reasons. You can prevent that with the right reduction strategies to reduce employee turnover. You’re also more likely to keep your employees when you talk to them and let them know you’d like to work with them to find a solution. People really want to have their voices heard, and you can provide that for your workers to help reduce employee turnover.