subject: Use Turn-over As a Catalyst [print this page] Use Turn-over As a Catalyst Use Turn-over As a Catalyst
As they say, the best thing to do when life gives you lemons is make lemonade. You can view resignations and turn-over in much the same way, especially when the turn-over rate is high or multiple resignations occur within a short time. This provides any company the ideal opportunity to evaluate the tasks performed and contributions made by the departing employee(s).
The knee-jerk reaction is to fill an empty seat with a warm body; however, when companies react in this fashion thinking that the vacancy creates the crisis, they're only compounding the problem of high turn-over. Quick hires, without thorough investigation to find the perfect candidate, pave the way for future turn-overs, and the cycle continues.
It's in your best interest to take the time now to thoroughly review the job descriptions and create streamlined methodologies rather than react with panic because of any empty chair.
Literally itemize the exact tasks of your departing employee(s). Frequently, your predecessors have assigned tasks based on staffing at the time, often during a crisis. Typically, those tasks were never re-assigned after the crisis to align with the smartest and most efficient workflow. Now is the time to re-assess. Don't say, "But that's the way we have always done it." That reason is the foundation for the most inefficient and costly approaches.
Next determine the real value of each task. Ask what can be automated? Are you paying a premium for a lower-skill level task or one that can be fully automated? Finally, ask yourself which of these make sense to outsource. Is it smarter to handle payroll in-house or use a payroll service bureau?
The Fork in the Road
You can usually outsource in one of two ways. First, you can use a short-term provider of services while you take the time needed to evaluate and analyze your department and workflow and during your search for the best person to fill the vacancy. By using a professional provider, you eliminate the fire drill that's often associated with filling a void quickly in an attempt to maintain operations.
You will give yourself ample time to do a thorough analysis of your workflow, operations and ways to streamline efficiency. This also eliminates your need to make a quick, and possibly erroneous, hire.
Look for a provider that is well-positioned and well-suited to step in immediately to support your critical functions, alleviating the headaches and frustrations caused by resignations while you not only review your structure and workflow but also search for the perfect candidate. This solution can be the most cost-effective answer.
Or if your analysis leads you to realize that outsourcing is the right solution for your company or if the perfect candidate simply does not appear on the horizon, you can hire a professional team to take on departmental tasks and duties on a permanent basis. Many organizations outsource payroll functions because it's a cost-effective solution. There are several other accounting tasks make sense to outsource as well.
You can improve your efficiency and bottom line by taking the time needed when turn-over occurs to thoroughly review your operation. Using a professional provider gives you time to make a wise, informed decision about your candidates or the option to outsource on a long-term basis.
