Understand how the home office influences companies’ turnover

Understand how the home office influences companies' turnover

Table of Contents

THE turnover at home office decreased for many companies. And this is something to be celebrated, andespecially because, with the pandemic, UK residents companies adopted the home office as an alternative to keep employees productive, employed and safe.

But, despite being a more popular alternative today, in the country – adopted by 46% of organizations, in this period – the work model has already proved to be different and beneficial.

And in this post we will explain, in detail, the reasons for this and also why the turnover in the home office suffered a sharp drop. Check out!

The turnover concept

Briefly, turnover is the proportion between hires and layoffs in a given period. If too many employees resign or are dismissed in a short time, there is something wrong with the process.

And the worst thing is that it affects the company and employees in multiple ways, such as:

  • costs with terminations and new hires;
  • period of low productivity with the missing teams;
  • low reputation of the company due to so many entries and exits;
  • internal conflicts due to the increase in responsibilities and tasks until the new employee is integrated.

Among other aspects that cost the organization, directly or indirectly.

The importance of controlling the turnover index

Based on the consequences listed above, you can see that turnover is a fundamental indicator for the maintenance and development of the company, Is not it?

It is clear that this proportion is impossible to reach zero. For the most diverse situations, the relationship between the employer and the employee comes to an end in its natural cycle. But that does not mean that monitoring should not exist.

If layoffs occur in an uncontrolled manner, termination is just the symptom of a bigger problem. Inefficient, tyrant and disruptive management, for example, can be the fuel to scare off the best talents of the team in the very short term.

Controlling the turnover in the home office or even in companies that still live more with the face-to-face routine is essential. It is worthwhile, then, to know what are the reasons that most lead to this problem. Below, we will discuss the main ones from the origin of their causes!

Controllable causes

We can consider controllable causes as those that the company can quickly influence in reducing the turnover index, such as:

  • low pay;
  • questionable working conditions;
  • inexistence (or inefficiency) in training employees;
  • internal conflicts;
  • poor quality in management;
  • lack of appreciation of human capital.

Do you see how these are issues that can be circumvented with a quick – but efficient – planning?

Semi-controllable causes

Here, we are talking about problems associated with the behavioral profile of employees, such as:

  • yield below expectations;
  • personal dissatisfaction;
  • reduction of the degree of expertise with the departure of one or more employees of a certain team;
  • downward organizational climate.

Points that gradually influence the work environment, as you may have noticed.

Uncontrollable causes

Finally, these factors are beyond the employer's control. They are, for example, motivated by labor market competition, through the incomparable proposal from some competitor and also by death or retirement of any employee.

Therefore, when we talk about reducing turnover in the home office, specifically, we must focus our look on the first two causes, specifically.

After all, these are issues that can be converted into a solution to minimize the rate of layoffs.

Turnover in the home office as an efficient alternative

When the company deals with chronic demotivation, dissatisfaction and high levels of stress (and consequent layoffs) in a short period of time, decision making must be agile, and above all, assertive.

It turns out that turnover in the home office was reduced, in relation to most of the face-to-face jobs, because it is an aggregating element in itself.

Research carried out by the companies Owl Labs and TINYPulse brought a series of relevant study points. For example: it was noticed that employees are more loyal when the home office is part of the organizational culture. Better perceived index, still, in young publics of the market, like generation Z.

And there is the key point mentioned in the title of this article: the perception that turnover can be up to 25% less when there is the possibility of remote work in the company.

Flexibility and autonomy they are constant words in the responses of the participants, which identify the balance in the quality of life with work as something fundamental. In fact, 65% of respondents who do not work in a home office regime attested to the desire to add it to their routines.

Those who said they were not interested in home office, yet another surprise: 57% of the responses were motivated by the impossibility of working on this model as a result of their professions.

Other points that emerged in this research and also in another – developed pIs it over there AND CO and the Remote Year – that can be analyzed to, who knows, appear in the structure of your company:

  • about 50% of the US workforce already has the flexibility to develop remotely;
  • by 2025, the home office will be a reality capable of rivaling face-to-face work;
  • between 20 and 25% of the professionals interviewed said they are more productive homework;
  • the home office reduces costs for the company;
  • remote work is sustainable, as the emission of gases is reduced when more people spend their working time at home, without the need for large displacements;
  • for specific activities, such as developers, the home office was something different to make them opt for the job opportunity.

These are points that induce to think that the turnover in the home office may be less, yes. All because, through this strategy, the company manages to extract the best of its employees from something simple: their well-being. Your satisfaction.

And don't worry if you still don't know what are the best strategies and aspects to consider when implementing this idea. As we said, this is something that requires planning and a good allocation of time and resources.

However, you can take a right first step in that direction with our assistance: we have a complete post that talks about the home office kit that can't be missing in your company!

Best strategies to reduce turnover

In a complementary way, we can point out some actions that focus on reducing turnover and can guarantee an organizational climate even more shielded against this type of problem!

Have a corporate identity

There is no point in focusing on reducing home office turnover if your company does not have an identity of flexibility, autonomy and mobility. This will only bring disorganization, conflict and multiple losses.

So, a fundamental way to start strategic work in this direction is to develop (or reinforce) your brand identity. This not only contributes to planning internal actions (such as the home office) but also serves as a filter to select the talents in the market.

When people do not identify with the company's culture, they already demonstrate this in an eventual job interview or even apply for opportunities. On the other hand, when they are familiar and share the brand's values, it is an asset to generate affinity and retention.

Improve the selection process

As mentioned above, try to improve the company's selection process as well. It will help to select the candidates that most have to do with the company culture, the open position and the desired responsibilities and behavioral profile.

To do so, here's an initial tip: understand where this profile is most concentrated and diversify the opportunities posted. The variety of channels used for hiring professionals can be elementary to improve assertiveness and, consequently, the time to finalize the hiring.

Establish a culture of performance evaluation and feedback

Even with reduced home office turnover, experiment with performance appraisals – no matter how far away the professional is.

Assessments are of great impact to guide employees in the right direction for their professional growth (inside and outside the company) and polishes the talent to have constantly better performances.

With the feedback, he even understands where and how he can improve to work in an evolutionary way and grow together with the company.

Develop career plans

In addition to feedback, the career plan is a motivational element that shows people a gradual reward for the good work done. Not to mention that it makes up a competitive (and healthy) hierarchy for everyone to seek continuous improvement.

Something that, over time, will reveal a talent retention and attraction project whose result is a true climb towards professional success.

Train your employees

With or without a home office implemented in the company, a good tip is constant training. This develops the skills, abilities and competencies of professionals according to the needs of the company and the expected profile of employees.

It is, once again, a double result action: the company benefits and employees as well, individually and collectively.

Invest in quality of life in the workplace

Achievable goals, collaborative management, constantly better organizational climate, benefit packages designed in the profile of employees … This is all something that helps to reduce turnover and only adds more value to the company's reputation.

The more aligned the company and employees are, the faster the results will appear. And the better they will be, without a doubt.

Finally, it’s worth remembering that you don’t need to limit yourself to the tips in this post: by enjoying our page on Facebook and follow us on Instagram, Twitter and LinkedIn, you stay on top of all our other tips and news – many of them, which help to reduce turnover in the home office and in the development of your company in other ways too!



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