Structure changes to reduce turnover
Improving the management structure to ensure good people stick around.
- Industry
- Trades
- Purpose
- Improve workforce retention, reduce director-dependency, and generally boost operational performance
- Related Service
- Workforce Planning Workshop (and implementation plan)
The lowdown
This organisation had a flat management structure in place which left directors managing an unsustainable number of direct reports. The situation put strain across the entire business, with many crucial business management tasks left undone or competing for attention and resources.
High staff turnover, whether in addition to or caused by the management issues, had impacts on customer service. It also came with large HR costs: recruitment costs, training costs, and loss of productivity.
Outcome
After a workforce planning review, the team—in conjunction with Emendas—came up with a revised structure. It allowed individual, team, division, and function management to be cascaded through the organisation.
To support this, supervisors and leaders were upskilled with first-line management training. Director roles were re-scoped to prioritise areas of specific relevance and importance. The restructuring allowed for career pathways to be developed, which in turn helped with reducing turnover as employees were more engaged. They felt there was more opportunity to develop their skills and move upwards.
Did you know?
According to Gallup, teams with high engagement are 14-18% more productive than those with low engagement. Teams with low engagement have 18-43% more turnover. This client was proactive in boosting productivity and reducing turnover!