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Dedicated People and Culture Department

The Culture and People Person’s sole role is recruiting, onboarding, training, and ensuring that people systems are followed. Occasionally they may also need to deal with insurance claims or HR matters. The People Person can help mitigate many of the costs associated with employee turnover by managing the people within the business.
In order to do this, the People Person must ensure that one-on-one meetings are never skipped, quarterly performance reviews are never missed, and training and onboarding are rigidly adhered to. All of these ensure that people are happy and fulfilled in their position, have definitive career goals and objectives, and feel acknowledged for their input and ideas.
With our companies, the technicians and builders are the ones who bring in the money. Many of these companies don’t have enough technicians / builders . In general, the ratio of employees needs to be two-and-a-half technicians for every individual support person in the company.
Many companies that find they aren’t profitable, it’s because they aren’t hitting that ratio. And they’re not hitting that ratio because they’re simply too busy doing work instead of spending time hiring the technicians they need.
Other companies simply don’t want to spend the money to hire more technicians. Even if their gross profit per tech is $170,000, they are often not willing to spend more money to attract talent over their competitors. But retaining employees is important.
Employee Retention
According to the :

“Turnover affects productivity, increases training time, increases employee selection time, and decreases efficiency. It also affects longer/more frequent training times, interrupted schedules, additional overtime, increased mistakes, increased frustration with not having skilled, knowledgeable, and experienced employees in place, and negatively impacts existing employees.”

Employee turnover is so expensive because businesses need to pay the direct exit costs when an employee leaves on top of the additional costs associated with recruiting and training new employees.

Direct exit costs might include payouts for unused sick time, contributions to healthcare coverage, accrued vacation time, severance pay, or unemployment taxes.

This doesn’t take into account more intangible costs like knowledge loss, decreased productivity, and lowered morale.

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