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cover of episode Why Your Frontline Employee Turnover Is High

Why Your Frontline Employee Turnover Is High

2025/4/2
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HBR On Leadership
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Joseph Fuller: 我和Manjari的研究发现，企业对低薪员工的看法存在严重误区。他们通常认为员工离职的主要原因是薪资待遇，但实际上，通勤问题、工作环境、职业发展机会等因素的影响更大。我们通过对企业领导和低薪员工的调查发现，企业低估了这些员工的战略重要性，他们渴望在现有公司发展，并对公司忠诚。许多低薪员工面临着财务、住房等多重挑战，企业应该关注员工的整体生活状况，提供更全面的支持。 我们发现，许多公司将低薪员工视为短期员工，没有为他们提供职业发展路径，导致员工流动率高。这种高流动率反过来又导致企业减少在员工培训和发展上的投入，形成恶性循环。要解决这个问题，企业需要改变观念，将低薪员工视为宝贵的资产，投资于他们的发展，提供更完善的培训和职业发展机会。 此外，企业还应改进员工反馈机制，提供定期、可操作的反馈，让员工感受到被重视和认可。有效的沟通和透明的晋升机制也能提高员工的满意度和忠诚度。 Manjari Raman: 我们的研究结果显示，低薪员工的离职原因远比企业想象的复杂，单纯的加薪并非长久之计。许多低薪员工更看重工作稳定性、职业发展机会以及良好的工作环境。他们希望在公司获得成长，并对公司忠诚。 企业需要打破固有的思维模式，认识到低薪员工的价值，并投资于他们的发展。这包括提供指导、职业发展规划和技能培训，帮助他们提升技能，获得更好的职业发展机会。同时，企业也需要关注员工的日常生活，提供必要的支持和帮助，解决他们面临的实际问题。 我们发现，企业高层和一线员工对公司政策执行情况的认知存在巨大差异，这导致了高员工流动率。企业需要加强沟通，确保政策能够有效落地，并根据实际情况进行调整。 Kurt Nikish: 两位专家对低薪员工高离职率问题进行了深入分析，指出企业对低薪员工的误判是导致高离职率的主要原因。企业需要改变观念，重视低薪员工的价值，投资于他们的发展，提供更完善的培训和职业发展机会，改善员工反馈机制，关注员工的整体生活状况，才能有效解决低薪员工高离职率的问题。 此外，两位专家还分享了一些成功案例，例如迪士尼与社区大学合作，为员工提供职业培训和发展机会；以及西密歇根的“The Source”项目，为低薪员工提供各种支持服务。这些案例表明，企业可以通过多种方式来留住低薪员工，提高员工满意度和忠诚度。

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Contrary to popular belief, low-wage employee turnover isn't primarily due to higher pay elsewhere. Research reveals that transportation issues, job design, and lack of career development opportunities are major contributing factors. Many low-wage workers, even those with college degrees, remain trapped in low-paying positions due to systemic issues within companies.
  • Transportation issues are a dominant reason for low-wage workers quitting jobs.
  • Companies underestimate the strategic importance of low-wage employees.
  • Hourly wage increases are a short-term solution; long-term investment is needed.

Shownotes Transcript

Many people blame the shortage of low-wage workers on the enduring impact of the pandemic. But management professor Joseph Fuller and senior researcher **Manjari Raman **of Harvard Business School say that the real reason has been long in the making. Their studies show that companies view low-wage workers as people who will be in the job only for a short time. Instead, the researchers find that these employees are loyal and want development and a clear path to career advancement. The researchers share practical suggestions for how leaders and managers can do better in hiring, development, and mentoring. Fuller and Raman wrote the HBR article “The High Cost of Neglecting Low-Wage Workers).”

Key episode topics include: career development, talent management, hiring, recruitment, promotions, leadership

HBR On Leadership curates the best conversations and case studies with the world’s top business and management experts, to help you unlock the best in those around you. New episodes every week.