Beating Turnover for Good! Part 2 of 3

Sick of losing people?

Stuck not knowing what to do when someone quits?

Did a no call / no show ruin your schedule?

These issues related to turnover absolutely suck!

It’s never fun to be a manager when facing these obstacles…

The good news it that they can be addressed in several ways.

In the first article on beating turnover, I mentioned stewardship management as one of the great ways to retain talent.

Today, I will touch on a more logical and rational approach to beating turnover.

But before I do, did you know McDonalds has been known to have rates of 300% turnover per year?

That means one person quits about every four months.

But if I recall correctly, doesn’t McDonalds ALWAYS come through with a consistent deliverable — burgers, fries, and more?


And you may be wondering how they do so.

In Michael Gerber’s famous book, The E Myth Revisited, he mentions that business owners should create a turn key system of “How we do it here” (a businesses core processes, policies, and procedures) in order to make sure things run predictably.

So what does one do?

Bare with me for a moment…

In order for someone to be proficient in a role, any role…

… let’s assume they need to be able to do the job within 80% of top performers.

This benchmark (80% proficiency) will serve as the metric in which an owners team should get to.

Let me give you an example, when I used to run marketing teams, we faced incredible turnover due to the nature of the role and conditions in which the employees worked.

In order to combat this, my job was to help a new hire get up to speed (80% proficiency) extremely fast.

So, I would make a concentrated effort to work ON the business to simplify our internal operations and standard operating procedures in order for any new hire to get up to speed fast.

This made my life easier, our employees lives better, and customers happier.

So, always remember… in order to beat turnover — one should build systems that streamline business procedures. This should get new hires up to speed fast and ultimately facilitate growth as turnover rates won’t be as much of an issue.

Hope this helps.



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