For obvious reasons, our Monitor position sees the most turnover. In this position, the long hours (12 hr shifts) and low pay are the contributing factors. During my time here, I have been working to reward the Monitors and have incorporated a more "set" schedule that allows the employee input on the besst days/times. In addition, if a Monitor works FT - 3-12hour shifts, they receive pay for 40 hours. This change along with the bonus of having 4 days off per week (previously they had to report to campus for a 4 hr shift to make their 40 hours) has proved to make this position more desirable.
And as always, I would love to hear any other ideas y'all have used to reduce turnover. Great poll Leslie Cohn!
That seems like a great way to reward those in that position Mel! It's great that your organization implemented that. Was there push back for those extra 4 hours or was your executive team fully on board?
Brett , the management team accepted it as a small price to pay for happier employees and as compared to the turnover costs, it is insignificant.
Thanks so much for your comments Mel ! Great idea! It has my wheels turning. At this day and age, we need to be thinking outside the box as you are.
On the news last night, reported was a story about a Sandwich shoppe that is closing due to the lack of good employees available. He is hoping to reopen by Nov after trying to put real effort into recruiting and training. He said that he could not find people that cared enough to be invested in the job and therefore the quality, customer service, and consistency was suffering.
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