Inside ICI


You Can Cut Turnover Without Spending Half Your Day on It


by Haydn Shaw


then wonder what happened or blame it on their generation? Workers in their twenties are hard to find and harder to keep in foundries. At many plants, forty to fifty percent of them leave each year. The younger employees quit even


C


your best managers because classic management approaches don’t work as well with them. So that leads managers and supervisors to pull back on investing time in them until they see if they stick around. What if your managers knew what to do and could overcome their hesitations in doing it? What if they knew the essentials that actually work and cutting turnover didn’t take all day so they could get the rest of their job done? The chief executive of automotive manufacturing plants asked me to give him the essentials that would cut turnover with


younger employees.


He said “I’ve seen retention plans that would take most of my supervisors’ day. You have researched and worked with companies regarding generations, what actually cuts turnover?” These 6 Essentials actually cut


turnover and make your managers and supervisors more confident and future- proof. But for supervisors to do them, you will need to surface and engage the generational urban legends that make even good managers hesitate to invest in younger new hires. Have you heard supervisors say any


of these: 1. They wouldn’t want to work here if they knew the tougher parts.


2. Most of them aren’t going to stay so why put in the effort until we know.


3. They shouldn’t need all this handholding.


4. If I let them talk openly about their frustrations, their frustrations will grow.


12 ❘ May 2024 ®


an your managers and supervisors keep people from quitting? Or do they watch them leave and


5. You can’t stop the negative momentum once it gets going because people love to complain about their leaders, and we get caught in the middle.


6. It’s better to avoid talking about their career path because they may not like the answers and will leave.


If you do six things, you will


cut turnover for Gen Z and younger Millennials, those workers in their twenties.


Essential 1: They get told the truth about the job before they get hired. You know this first essential is happening because your younger employees don’t complain about or quit over surprises. But as one human resources VP told me today, “When there aren’t enough people for all the jobs in our area, our competitors give optimistic pay estimates, and we feel pressure to match them even though we


know a third of the new hires will quit when they open their first paychecks and they don’t match the best-case scenario numbers we told them.


Essential 2: They aren’t alone after they get hired. You know this second essential is happening because new hires are not looking down when they eat. Often the new employee who looks around for someone to eat with ends up eating alone. A couple of days of staring at their lunch and they start eating in their car. It’s too easy for them to drive away, ghosting the rest of their shift. It’s only natural that ghosted supervisors would


complain, “Most


of them aren’t going to stay so why put in the effort until we know.” Not everyone you invest in will stay, but you will not know who you could have kept unless you put in the effort from the beginning. Organizations could cut turnover if their supervisors learn


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