While some turnover is inevitable, here are six things that you can do to reduce it.

1. Communicate frequently, be accessible, and address employee concerns – Make it easy for employees to reach out and communicate with HR and also provide multiple means of contacting you. Listen to employees’ challenges, ask for solutions, and do your best to offer accommodations, when necessary.

2. Hold “stay” interviews rather than exit interviews. Don’t wait for an exit interview to find out why employees weren’t satisfied. Have frequent, honest, interviews during an employee’s career and make their suggested improvements when possible.

3. Give honest praise – Providing feedback is just as important as receiving it. Doing so will contribute to an encouraging, positive work environment. Encouragement and recognition helps employees feel respected, acknowledged, and motivated. Show your appreciation when someone does something right, even if it is a part of their job!

4. Present realistic job descriptions and hire the right people – Turnover is higher among new hires because the actual job does not match the initial expectations and presentation. Provide realistic job descriptions. It is critical to hire employees that behaviorally and culturally fit their job. An outstanding candidate who doesn’t match the behaviors and culture of the organization won’t stay, simply because they are uncomfortable.

5. Implement behavioral interviewing to see how candidates react to potential situations. Share the challenges they will face and tell them about your workplace culture. Candidates, thankfully, often eliminate themselves if they feel they won’t fit.

6. Establish strong onboarding, mentoring, training, and advancement opportunities – If employees remain stagnant, they are more inclined to search for a position in which they can advance. To retain new hires, outline a clear career path and let them know how they can advance further and/or earn more responsibility. Help new hires make connections quickly and offer coaching and training opportunities to learn new skills and then give them tasks so they can practice these learnings. Training is the glue that prevents turnover!!!