quote:

Turnover, Retention, Promotion.

How can anyone link that to training being effective or not?

My company is directly linking training of supervisor soft skills to turnover. High turnover such as what we have has many causes but the prime reason we have training personnel in this manufacturing plant is because of the high turnover. And now that turnover is lower by 30% there is talk of reducing training staff.

Hello 1Sgt:

>My company is directly linking training of supervisor soft skills to turnover.<

Great and how is it working?

Do you use Dr. John Sullivan's Performance Turnover Technique for the evaluation by supervisor? If not, ask for my free Excel workbook, free1997.xls, which I developed for doing Performance Turnover evaluations.

Two supervisors can have the same turnover rate but one can be a good rate and the other can be a bad turnover rate.

>High turnover such as what we have has many causes...<

A major cause of turnover is the wrong people are hired or assigned to the job. Yes, they may be competent but competence is not enough.

>but the prime reason we have training personnel in this manufacturing plant is because of the high turnover.<

A very good reason for training since employee turnover is very expensive. Users of the Bliss-Gately Tool report turnover costs of about 150% of annual salary to replace a $50,000 per year employee. Training is well worth it especially if we train hiring managers how to hire the right people so that we do not need to train supervisors to change their behaviors.

>And now that turnover is lower by 30% there is talk of reducing training staff.<

Is that 30 percentage points lower or 30% lower, e.g., 50% reduced to 20% or 50% reduced to 35%?

Thanks,

Bob Gately
gately@verizon.net

quote:

Training is well worth it especially if we train hiring managers how to hire the right people so that we do not need to train supervisors to change their behaviors.

Amen to that!

quote:

Originally posted by Bob Gately:
Hello 1Sgt:

>My company is directly linking training of supervisor soft skills to turnover.<

Great and how is it working?

Do you use Dr. John Sullivan's Performance Turnover Technique for the evaluation by supervisor? If not, ask for my free Excel workbook, free1997.xls, which I developed for doing Performance Turnover evaluations.

Two supervisors can have the same turnover rate but one can be a good rate and the other can be a bad turnover rate.

>High turnover such as what we have has many causes...<

A major cause of turnover is the wrong people are hired or assigned to the job. Yes, they may be competent but competence is not enough.

>but the prime reason we have training personnel in this manufacturing plant is because of the high turnover.<

A very good reason for training since employee turnover is very expensive. Users of the Bliss-Gately Tool report turnover costs of about 150% of annual salary to replace a $50,000 per year employee. Training is well worth it especially if we train hiring managers how to hire the right people so that we do not need to train supervisors to change their behaviors.

>And now that turnover is lower by 30% there is talk of reducing training staff.<

Is that 30 percentage points lower or 30% lower, e.g., 50% reduced to 20% or 50% reduced to 35%?

Thanks,

Bob Gately
gately@verizon.net

Bob,

I'm in poultry processing. It's very tough in this world. Turnover in some companies is 100% or more. When I got here we had been started up about 2 years and were using temp agencies because the turnover was so bad. Most weeks we were hiring in excess of 60 associates NOT COUNTING the temp associates. With just the company hires our turnover was about 98 percent and we reduced it to just under 60%. But all that means is we can only keep 40% of the associates and this is a company wide phenomenon.

We tracked this by measuring supervisor attendance through soft skills training we provided over the last year. Without a doubt, those who attended the classes and implemented the learning have low turnover, in the 20s or 30s while those who still have not completed have 70-80% turnover.

But, it's hard to get all supervisors in the classes because of staffing. We just don't have enough leadership on the production floor. The company likes to run very lean to increase profitability.

As to hiring the wrong people, let me say this: you will find very, very few right people willing to do this kind of work for this kind of money. Those we catch rarely stay longer than 1-2 months. Basically a temp job until something better comes up.

It is very frustrating. I'm really considering my options with this company and really looking for another job. I'll be a turnover eventually and even then they will not have learned from it.