Turnover is a topic I hear a lot of talk about lately in the tire industry. In fact I just got back from the Tire Industry Association's (TIA) OTR Tire Conference in Tampa, Fla., and talent retention seems to be of top concern.
Turnover can be quite challenging and unpredictable.
In recent conversations, I have heard many tire colleagues mention they have experienced inefficiencies and disruption due to the unexpected or sudden vacancy of an integral employee or employees.
Many of the individuals and companies we work routinely with express concerns about turnover, and many have turnover rates in the double digits.
Why is this? Why are people so concerned about turnover?
Why the concern?
First off, turnover creates a vacuum of responsibilities, which requires someone to take up the slack.
In addition, the new vacancy will require some part of the team to pivot from typical affairs and into recruitment. This can sometimes be quite a challenge, especially in a more demanding, niche business.
Secondly, once a candidate is selected, a learning curve will go into effect — regardless of how experienced or ideal your candidate may be, he or she will require some time to adjust to the new role and begin generating the results your company depends on.
This means that the impact on planning, production or efficiency will continue even after the vacancy is filled.
Lastly, a consequence often overlooked is social. Your new employee undoubtedly will work alongside other employees and their coordination has a social element to it.
Getting your team in sync with a new personality, approach and work ethic also can present some challenges.
In every business, as working relationships are built, all parties begin to know what to expect and how to interact with one another. This also extends to relationships outside of the company — clients and partners also will have to adjust to a new face.