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Saiba como controlar o turnover da sua empresa

Tempo de leitura: 4 min

Para quem não sabe, o Turnover está vinculado ao controle de rotatividade dos colaboradores de uma empresa. O percentual de turnover é um dos principais parâmetros da saúde organizacional do ambiente profissional. Saiba como controlar o turnover da sua empresa em alguns passos:

Para a área de Recursos Humanos, de forma mais simples, o termo refere-se  às entradas e saídas de funcionários dentro de um período de tempo. Toda empresa tem uma taxa de rotatividade, que é saudável até certo ponto. Quando as taxas se tornam altas, podem indicar problemas como, má administração, falta de infraestrutura, remuneração abaixo da média e possível baixa motivação profissional.

A  gestão do Turnover é um dos grandes desafios para a área, uma vez que ele possui diversas causas e pode gerar prejuízo para as empresas. O desafio não se encontra em apenas identificar a taxa de rotatividade, mas também em controlar e  mantê-la em um nível adequado e em casos onde a taxa estiver fora do padrão esperado, desenvolver planos de ação para corrigir.

O grande impasse que aflige os profissionais do RH é: identificar e controlar o turnover da sua empresa.

Para alcançar estas respostas, é indispensável muito trabalho, mas toda a atenção vale a pena quando são atingidos os objetivos que auxiliam no desenvolvimento e crescimento da empresa.

Para lhe ajudar a alcançar esses resultados na prática, acompanhe o conteúdo, ao longo dos próximos tópicos. Iremos explorar melhor o turnover, seu significado e as principais causas que motivam esse tipo de situação.

 

Quais são as principais causas do turnover?

Para esclarecer o volume de rotatividade de uma empresa, podemos partir da ideia de que uma organização  saudável apresenta baixo índice da mesma. Custa caro para a empresa a  ocorrência de sucessivas admissões e demissões, justamente por envolverem processos como: recrutamento, seleção, treinamentos, entre outros.

Porém, a rotatividade não passa de uma consequência, proporcionada por fatores externos ou internos que podem levar à uma alta ou baixa na taxa de turnover. Para entender como funciona essa taxa, é necessário entender os motivos que podem levar ao aumento de rotatividade no seu negócio.

Dentre as principais razões, estão:

  • Insatisfação com o serviço;
  • Problemas na gestão de pessoas;
  • Inadequação ao perfil da vaga;
  • Muita oferta de trabalho e poucos candidatos qualificados;
  • Experiência limitada.

De forma geral, muitos desses problemas são fáceis de solucionar, porém, muitas empresas encontram dificuldade de gerencia-los. Sendo assim, vale ressaltar que o índice de turnover é um fator natural e esperado em qualquer organização. A perda de pessoas representa perda de potencial intelectual, de domínio de processual, de conexões internas e externas com os clientes ou até mesmo, oportunidade de negócios! 

Quais os tipos de turnover que existem?

Para entender como controlar o turnover da sua empresa, é necessário identificar que há quatro tipos, são eles: voluntário, involuntário, funcional e disfuncional.

Turnover voluntário

O turnover voluntário parte do próprio colaborador. O empregado que opta por finalizar o vínculo com a empresa. Nesse caso, é indispensável realizar uma entrevista demissional e entender o motivo dessa decisão.  Ao entender o que leva os profissionais a pedir demissão, é possível traçar uma estratégia de retenção muito mais eficaz, eliminando a causa.

  • quando o colaborador recebe uma ou mais ofertas de trabalho em outras empresas, que superam seus ganhos ou tenham características de maior apelo na sua carreira ou metas pessoais;
  • conflitos internos que levem a situações nas quais o funcionário prefere buscar novas oportunidades;
  • falta de planos de carreira claros, que levam o profissional a arriscar iniciar um novo ciclo em outro empregador, em vez de investir seu tempo na atual empresa, que não oferece boas oportunidades de avanço. Isso é comum entre jovens de elevada formação.

Este tipo de turnover costuma ser mais comum em esferas mais escolarizadas.

Turnover involuntário

O oposto do voluntário, neste caso a demissão é iniciativa do empregador. Os motivos podem ser os mais variados possíveis, porém de qualquer forma vai proporcionar prejuízo para a empresa.

Neste caso, porque a demissão propicia custos para a empresa, previstos por lei, na CLT, que interferem no desenvolvimento do planejamento em curto e médio prazo, além de toda a burocracia realizada no processo. E mesmo com a decisão partindo da empresa, é indispensável investigar bem os motivos e compreender a causa real da necessidade das demissões.

Turnover Funcional

Este ocorre quando um colaborador insatisfeito e não muito produtivo, pede demissão. Este mesmo pode se tornar positivo para empresa, dependendo do contexto. Neste caso, abre uma possibilidade muito grande de vantagens para a empresa, para contratar um profissional qualificado e mais produtivo.

Turnover Disfuncional

O oposto do turnover funcional, o disfuncional acontece quando o colaborador capacitado exerce seu trabalho perfeitamente, mantem alto padrão de produtividade e traz alto retorno para a empresa, porém se desliga por conta própria.

Neste caso, seu pedido de demissão se torna uma grande desvantagem para a empresa. O prejuízo pode ser tanto financeiro, como de caráter organizacional. A produtividade e os resultados que dependiam desse profissional, são comprometidos, e tendem a cair, mesmo que por um curto período de tempo. Isto acaba por comprometer a reputação da empresa ser questionada ao longo do tempo.

Absenteísmo e turnover

Controlar o turnover é uma tarefa árdua para a equipe de RH, mas medidas devem ser tomadas somente após a identificação das causas desta instabilidade. Uma dica valiosa para iniciar essa identificação é analisar a taxa de absenteísmo. Este é um ótimo jeito de descobrir como está o clima organizacional de cada equipe dentro da sua empresa.

Certamente você já deve ter ouvido falar que uma das causas para o absenteísmo é a desmotivação dos colaboradores. Isso é verdade, funcionários insatisfeitos tendem a faltar com mais frequência no trabalho.

Por esse motivo, muitas organizações utilizam o controle de jornada como ferramenta para identificar problemas com clima organizacional e desmotivação no ambiente profissional.

Em conclusão, essas ocorrências devem ser acompanhadas de perto, para controlar o turnover da sua empresa, é preciso desenvolver gestão estratégica de pessoas focada em estreitar e melhorar o relacionamento entre colaboradores e empregar. E criar ações que impactam na gestão da equipe, evocando orgulho e estímulo ao sentimento de pertencimento.

 

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