How to turn fluctuation costs into development capital

Investing in employee retention and engagement and preventing turnover is significantly more cost-effective than rehiring for vacant positions. We show you step by step how to find the right employees and keep them in your company.

Step 1: Identify areas for development – Live change

The path to engaged, loyal employees begins with a deep understanding of their needs and expectations. It is the employer's responsibility to gain this understanding and meet the team where they are right now. Your PERSENTIS analysis helps you understand what drives the people in your company – what their current challenges are and what motivates them. Based on this, you can actively foster satisfaction and engagement while keeping the willingness to leave in check.

TIP: Once you have completed your analysis and identified your areas for development, start with these two things:

1.) The easiest to implement: Begin with small measures that require little effort on your part. This allows employees to see immediately that you have taken up the challenge and that change has begun.

2.) The greatest shortcoming: At the same time, tackle your biggest development area – this is where you can make the most impact.

The most successful companies are those that not only react quickly and efficiently to changes, but actively strive to shape change.

Step 2: Identify the right match using target profiles

An employment relationship is much more than just "work performance for money." Everyone brings a backpack of skills and abilities that want to be utilized. When a position in the company needs to be filled, in addition to a detailed description of tasks and required knowledge, it is at least as important to define the required soft skills. Common buzzwords like "teamwork, solution-orientation, etc." fall far short here. While technical competencies can be acquired, honed, expanded, and deepened, personal traits remain largely constant. For example, how one fundamentally approaches challenges, what position one takes within a team, … all of this is deeply rooted in our personality and can hardly be changed. Being able to live this out at work – being able to do things in one's own way – is the prerequisite for people to perform and exceed expectations.

With PERSENTIS Profiling it becomes easy to determine whether a job placement can develop into a long-term, successful working relationship.

Step 3: Differentiation as an Employer

One thing we know from branding: High-gloss and polished simply doesn't work. Strong brands are authentic, distinctive, and have their flaws. They stand out from the competition and clearly state what they are NOT. That is what enables identification, making them approachable and endearing.

The same applies to employer brands: If you don't differentiate yourself, you become interchangeable.

Only zeros have no rough edges.

In an employee market where workers can choose their jobs, companies are under pressure. Quality applications are scarce, and positions remain unfilled. Out of desperation, employers tend to pull out all the stops – trying to please everyone just to find staff and keep operations running. They try to keep up and offer everything the "New Work" wave brings: 4-hour days, 4-day weeks, ... all no problem. The employee is king, not the customer. The result: Many promises that are probably impossible to keep. The psychological contract is polished up so that qualified specialists take the bait – disappointment is preprogrammed.

A clear, credible positioning as an employer brings people to you who are a perfect fit for your company – who feel at home, find what they expect from their job, and are happy to contribute.

Step 1, 2, 3 – REPEAT.

Human resources management based on the psychological contract is not a one-time action, but a continuous process – a corporate culture built on transparency, respect, and fairness. Start today and become the architect of your own success.