# data[].attributes.body
Have a work environment that fosters good relationships and teamwork/being there for one another

# data[].attributes.body
Make sure to check in on employees and give them productive feedback that they can actually use. Also, show appreciation to employees so they feel valued within the company.

# data[].attributes.body
1. Employee benefits

2. External incentives including pay and vacation time

3. Having a support system for each employee

# data[].attributes.body
1. Incentive pay

2. Greater bonuses

3. Higher salary

# data[].attributes.body
Kylie Boyd

Help make employees love their jobs and provide benefits and compensation that is competitive

# data[].attributes.body
Kylie Boyd

Involuntary turnover can be managed by helping employees feel attached to their jobs and help them want to grow with the company

# data[].attributes.body
Kylie Boyd

Show employees they are valued and ensure they are satisfied with the work they are producing.

# data[].attributes.body
Make overall organization environment more enjoyable by having incentives , guest speakers , food in office, bonding activities. This will increase employee satisfaction and then decrease involuntary turnover

# data[].attributes.body
You can minimize voluntary turnover by increasing your employees job satisfaction and also make them feel like they are a valuable piece of the company.

# data[].attributes.body
You can minimize voluntary turnover by providing more chances for promotion and bonuses and make sure that there is not too many factors urging an individual to want to leave your company.

# data[].attributes.body
Constant feedback would be the best way to keep employees. By staying in conversation, managers will understand how their employees are feeling and can cater towards their needs to help them with their goals and to stay happy.

# data[].attributes.body
Check in with employees, gauge their job satisfaction, make any necessary changes based on their feedback (providing more incentives, benefits, change in hours, change in role/task, etc.)

# data[].attributes.body
Make yourself available for employees, and provide rewards when employees meet and exceed goals

# data[].attributes.body
Promote within

Give compensation for great work

# data[].attributes.body
Ensure employee satisfaction though work design and effective company policies to reduce turnover and increase retention rates. You may consider employee autonomy, monetary incentives, non-monetary incentives, regular check-ins and benefits to maintain employee satisfaction.

# data[].attributes.body
Create a workplace environment that motivates employees and makes them want to go to work/ work hard for the company they represent. This may include benefits in the workplace like food

# data[].attributes.body
Handout bonuses

# data[].attributes.body
Showing appreciation to employee for the work that they do and giving them the opportunity to grow within the organization.

# data[].attributes.body
Giving bonuses and promotions to acknowledge employees

# data[].attributes.body
Frequently checking in with employees and giving bonuses to those who are deserving to boost efficiency in the workplace

# data[].attributes.body
Some effective separation and retention strategies are including performance feedback to employees consistently and making the metrics clear to employees

# data[].attributes.body
Conduct exit interviews for feedback and improvement.

Focus on engagement, career development, recognition, and benefits.

# data[].attributes.body
Involuntary turnover can be helped by showing employees what is needed to be successful in the job and giving them the resources to exceed in the role.

# data[].attributes.body
Continue to recognize employees and give constant feedback to show the employees that they are valued.

# data[].attributes.body
Minimize voluntary turnover by increasing job satisfaction and job involvement so that the employee can feel a part of the mission of the company.

# data[].attributes.body
manage rentention by increasing pay or benefits package to be bery compettitve Compared to competitors that employees would consider persuing.

# data[].attributes.body
Focus on making sure your employees are happy and staying satisfied. Check in on them throughout the weeks and dont feel afraid to hand out bonuses from time to time

# data[].attributes.body
Provide individual rewards and consistent feedback. Give them your time to prove you care about their small concerns.

# data[].attributes.body
You can increase recognition for employees and ensure that they are appreciated for their work especially if they go above their job description.

# data[].attributes.body
I would say it can be managed by giving employees more benefits because this will hopefully convince them to stay.

# data[].attributes.body
We can prevent voluntary turnover by ensuring that our employees don't get bored

# data[].attributes.body
By using benefits and internal promotions!

# data[].attributes.body
Having biweekly check ins with employees to gauge how they are feeling (ie. any overload or ambiguity), offering robust benefits programs so people are fairly compensated, maybe offering volunteer opportunities so employees can connect outside of work

# data[].attributes.body
Making sure employees are satisfied with their jobs

# data[].attributes.body
be a boss who cares about rewarding employees and makes it known that they are valued in the workplace

# data[].attributes.body
Sufficient compensation, meaningful work, respectful managers

# data[].attributes.body
1. Increase compensation (provide more benefits like vacation)

2. Handout bonuses

3. Work towards implementing employee appreciation through activities or events

# data[].attributes.body
Give employees the recognition they need and have a professional relationship with them. Check in on them.

# data[].attributes.body
Keep employees happy and try to convey to them their importance to the company and how you are thankful for all the work and time that they’ve put into the company.

# data[].attributes.body
Understanding the values of employees, but more specifically top talent so you can match what they value

# data[].attributes.body
Manage it by creating a better work environment, look at involuntary turnover, by having the best environment, less and less worse things can happen, when everyone is far more comfortable and happy.

# data[].attributes.body
Present opportunities for promotion along with listen to employees and listen to what they want.

# data[].attributes.body
Ensuring that the top talent (or employees that are just overall valuable) have what they need to succeed. That may depend on the employee, but ensuring they are rewarded in whatever reasonable way they see fit will help maintain talent.

# data[].attributes.body
Check in on people, make them feel understood and have them know the company does care about them. Make sure that management keeps their word and increase compensation accordingly.

# data[].attributes.body
Continually monitor employee satisfaction and act accordingly.

# data[].attributes.body
Providing quality feedback, being open to discussion and change, providing a safe space for employees, recognizing work

# data[].attributes.body
I think it is important to know what incentives top talent and able to customize needs to top talent to help keep them in the business

# data[].attributes.body
Talk to employees, identify what they value, see how to provide them with the things they value in an org and a job to keep them satisfied and productive

# data[].attributes.body
Workshops that help workers learn more and help conversations be fueled. They would show who is working hard and you would be able to reward

# data[].attributes.body
Employee engagement

# data[].attributes.body
Good training, recognition for good work, fair compensation

# data[].attributes.body
Recognizing their work and rewarding them accordingly

Check in with employees and ensure satisfaction, engagement, and empowerment

# data[].attributes.body
Address employees needs. Give them work that they enjoy and is meaningful/relevant to the job

# data[].attributes.body
Allow for a more enjoyable and exciting work place where people want to come back to

# data[].attributes.body
Giving employees more autonomy and independence - allowing them to work in a more comfortable setting for themselves

# data[].attributes.body
We can make sure they are satisfied with the work they are given and making sure they feel productive at work.

# data[].attributes.body
Treat employees well by actively addressing their feedback and critiques on what could be improved at the workplace.

# data[].attributes.body
Involuntary turnover can be effectively managed by supporting employees through additional training, promotions, bonuses, benefits, offering perks etc. It's important to maintain as close of a relationship with them as possible by keeping tabs on how they're progressing and how they are handling their work, help them and support them wherever and whenever applicable.

# data[].attributes.body
To minimize voluntary turnover, make sure employees know that their hard work has been seen and appreciated.

# data[].attributes.body
Show appreciation, offer good benefits, provide growth opportunities

# data[].attributes.headline
Josh Longo - minimize voluntary turnover 

# data[].attributes.subject
Josh Longo - minimize voluntary turnover 

# data[].attributes.body
To minimize voluntary turnover we can pay employees more money. Or we can do our best to understand the reasons employees are leaving our company and address them within our company to retain this talent.

# data[].attributes.body
To manage voluntary turnover adjust the company culture to ensure that the same situation isn’t repeated where the best performer left because the company fit wasn’t applicable to them.

# data[].attributes.body
Have meetings that allow employees and employers to discuss the goals and expectations that should be met and ways they can achieve them if the employee is struggling. Creates a better relationship between employees and employers and clear expectations are established (no confusion of what is needed)

# data[].attributes.body
We can minimize voluntary turnover by increasing the decision making power of employees and assigning them to roles with tasks that better align with their interests.

# data[].attributes.body
Offer promotions, benefits, raises and listening to employee feedback.

# data[].attributes.body
Take employees on special fun events like NFL games

# data[].attributes.body
Companies can minimize voluntary turnover by ensuring employees are motivated and empowered by allowing them to have more responsibility within their roles.

# data[].attributes.body
Provide growth opportunities, financial compensation, job diversity and autonomy to do their job to retain them.

# data[].attributes.body
Companies can minimize voluntary turnover by compensating higher pay checks, more PTO, choice of hybrid working.

# data[].attributes.body
Give them verbal feedback, projects with high task significance, opportunities for growth. Make them feel as though they are integral to the company (because they are)!

# data[].attributes.body
Manage Involuntary Turnover - be up front about expectations and be very involved with your employees so they are involved as well and empowered, and are aware when they are not meeting expectations

# data[].attributes.body
The best way to manage involuntary turnover is by setting clear guidelines explaining why people get fired and what is expected, which is most important when managing moral following layoffs.

# data[].attributes.body
You can minimize voluntary turnover by providing employees some autonomy in their daily tasks to give them more accountability over their performance.

# data[].attributes.body
Show employees they are appreciated/valued through employee events and fostering better relationships between employees and their supervisors.

# data[].attributes.body
Consistency is helpful. So if you promise employees something, you should deliver. If employees continue to meet quotas, and even go beyond expectations, reward, praise and recognize them. If there are employees consistently doing poorly, spend more time working with them and seeing how to motivate or train them better. Make people feel included and their success valued

# data[].attributes.body
By acknowledging the work performance that is incorporating to the organization overall and rewarding employees with promotions and empowerment.

# data[].attributes.body
Prioritize the needs of your best employees that offer a competitive advantage. This can be done through promotions or bonuses. Other factors such as a positive work environment and respected upper management can help keep employees also

# data[].attributes.body
Fire more people

# data[].attributes.body
voluntary turnover can be minimized by showing appreciation for employees and making it more desirable to stay than leave through compensation and job embeddedness

# data[].attributes.body
be truthful, transparent, and honest

have resources for employees if needed

# data[].attributes.body
When removing the worst performing employees make sure to leave lasting impression like helping them get a new job to attract new employees.

# data[].attributes.body
Better workplace environment that is enjoyable, productive, comfortable- such as amenities

# data[].attributes.body
Make sure employee interests are met at a certain degree to minimize turnover

# data[].attributes.body
Competitiveness for promotions. Lost out expectations and what limitations are (like how many get promoted)

# data[].attributes.body
Pay your employees more, do more interviews to evaluate satisfaction, offer more incentives to stay - promotions, benefits, etc. Recognize your employees for intrinsic reasons

# data[].attributes.headline
Josh Longo- Manage involuntary turnover 

# data[].attributes.subject
Josh Longo- Manage involuntary turnover 

# data[].attributes.body
Conduct analysis on market demand and company abilities. Try your best to anticipate how many employees are needed and this will help you avoid having to fire them

# data[].attributes.body
Making sure our employees are motivated and content at work. And for involuntary turnover well you can pay employees more and/or just not over hire people.

# data[].attributes.body
Minimize Voluntary Turnover - give the top performing employees more of a reason to be motivated and things that incentivize them to stay like opportunities for advancement or pay increases/bonuses

# data[].attributes.body
Incremental increases in pay, accumulation of retirement benefits

# data[].attributes.body
We can minimize voluntary turnover by increasing employee empowerment and making it a greater focus of the organization. This will make employees feel valued and appreciated for their work.

# data[].attributes.body
Continue to check in with employees to make sure they are happy and content with what they are being asked to do

# data[].attributes.body
voluntary turnover: provide employees with various types of resources, make employee satisfaction a priority, even from top management, fairly compensate, be open to feedback and regularly ask top performing employees for their feedback

# data[].attributes.body
By providing more promotions, and recognizing there work and showing there appretiated

# data[].attributes.body
Be a good boss by buying them coffee and donuts/ and give performance bonuses to people you need to keep

# data[].attributes.body
Align employees work with their interests and strengths

# data[].attributes.body
Focus on motivation and how create job embeddedness

# data[].attributes.body
Focus on employee satisfaction with their work to get them to continue their employment with you

# data[].attributes.body
Minimize voluntary turnover by making sure your employees are satisfied and content with their job responsibilities