George´s Employment blog posts this summary of posts related to turnover, including this link from the Recruiting.com blog called, Who is responsible for turnover? It´s an interesting post and makes several good points like:
Some turnover is good.
I have worked for several companies that asked the question, "How can we lower turnover?"?? But none that asked, "How can we become the employer of choice and a place at which people want to stay?"?? (None that said it and meant it anyway).
Same thing, you say?
Just semantics, you say?
I think the differences are profound.
The first question states a problem and seeks a solution to the problem.
The second question explores a possibility and seeks greatness.
And to our employees the differences are great, too. VERY few companies "get it"?? when it comes to people. I think this is common – most senior management teams don´t get it. Why? Corporate America (presumably elsewhere too) has trained itself generation after generation coming from the industrial age. Our old and craggy habits are reinforced and ingrained and are hard to change without a powerful intervention.
I am hopeful that over the next 10 years we will see many subtle but amazing changes in how we manage and lead our companies.
In the mean time, notice where you are asking the problem solving question and where a question of possibility might open up the options and infuse the organization with energy.
The topic of turnover is a great place to start. What kind of an organization do you want to be: one that reduces turnover with obviously insincere programs or one that creates an environment that attracts and lights up really bright people?