I'm looking at it through the context of a call centre where the costs of training are high as the employees leave after a short stint.
As a manager I can say that, the first step is rigid screening of potential employees. I have been with a couple of companies that have had high turnover, and aside from proper structured training regiments, rigid prescreening of potential employees experience is an obvious step that is often overlooked.
You may even consider using a temp service, they will prescreen for you, leaving their best candidates to fill the position. This way you do not have to hire them on until you are comfortable with their performance and capabilities. |
