Losing employees is never easy especially when it is happening every other week or every other month, however, are you hiring the right employees to begin with? In this podcast, Bella is going to talk about understanding high employee turnover, how you have control, and how to ensure you are using the right resources to keep setting yourself up for success.
Biggest Takeaways You Don’t Want To Miss
Understand Turnover and How This Can Change Your Business
Turnover occurs everywhere and it is important to understand the chain reactions that come with this. Knowing how to identify where your turnover is originating is one of the first steps to making a change.
You Have Control Over Your Processes and Phases
The things you choose to implement have a high effect on how successful the outcome is. Do your phases and marketing set you up for success?
Do You Use the Right Resouces for Your Phases?
Using the right software and tools to create and change your phases is a major key to success. Do your resources cover every angle you need to plus some? Or do they leave you hanging in some areas that you are now having to devote more time and energy into figuring out?
Show Highlights
- How Turnover Works and Why it is so High Right Now [8:00]
- You Have Control [17:50]
- JazzHR Works and How it Can Change Your Turnover [23:00]
Links:
20min Work With Me Call
Mastermind
Better Marketing with Bella
JazzHR
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Transcript:
This is episode 255 of Bella in Your Business. Hi there, I’m Bella Vasta from Jump Consulting. You might know me from CBS, NBC, Fox, Huffington Post, Entrepreneur, or maybe you’ve seen me speak on stage or read my book, The Four Dogs That Every Business Owner Needs. In any case, get ready because you’re about to get your hashtag Bella Butt Kickin’ in this next episode of Bella in Your Business.
So what do you say? Let’s get ready and jump. Welcome to another episode of Bella in Your Business. How did you guys like the last podcast? I did something different there where I gave you a download, and guess what? I decided to do it again. I only got two people that actually reached out and said, “My God, that was amazing. Thank you so much.” Are there more of you guys out there? I’m wondering, because it takes me about 20 minutes to create those downloads, and I’d be more than happy to keep doing it.
I mean, gosh, this podcast has really become kind of your own personal training series. Where else can you get step-by-step, specific, tactical instructions on how to do things? Gosh, I know some of my cohorts must be thinking I’m totally crazy and that it seems like I’m giving away the farm. But I know it’s one thing to talk about it, and it’s another to actually do it—to critically think about it, to set aside the time to sit down and do it. And those of you who are doing it, I am so super proud of you. You are my jumpers.
But I do want to encourage you that it’s not just enough to sit here and listen to the podcast. Unfortunately, osmosis does not work. If it did, I would be very, very, very smart or more accomplished. So I want to encourage you to use the download from last time, get out, work it. I’m also going to give you some more tactical stuff today and some actionable advice—some step-by-step. Sometimes I go so fast and I see the big picture that it’s hard for me to slow down. So I’m doing my best to really kind of slow it down for you, which is just not a gear that I was born with.
Anyways, let’s get going. If you liked the last podcast episode, be sure to leave me a comment, a review, an email, something—send a flare. Let me know that you’re out there and that you actually did enjoy it. I think that that handout is really going to help you guys with leads from last time. But this time, we’re going to talk about something different, and that is what to do when there’s high turnover.
Because guess what? I am a coach who is actually out there helping you every single day. I’m hearing what you guys are talking about and struggling with. So if you are like one of my listeners who emailed me from the last session and said, “My God, you were talking to me about the leads,” well, I know that if you can’t handle the leads, you also have another problem going on right now—and that is high turnover.
Ooh, turnover. That means when you can’t keep people for a long time. And it’s not just enough to do something that we used to do like, I don’t know, two years ago, and be like, “Can you commit to six or twelve months?” Yeah, that’s not going to happen, guys. People don’t even know what they’re doing in two weeks on Labor Day, let alone where they’re going to be in January or February of next year.
So just know that. Get that frame of mind. But today we’re going to talk about what to do when there is high turnover. And we’re going to talk about the aspects that you actually can control because that’s something we need to really think about. We need to stop complaining and say, “Okay, what part of this process can I control?” That is how you take your own control back. That is how you think bigger. That’s how you stay positive, and that’s how you grow your business. Because if you focus on what you can control, things are going to be a lot more cheery and bright and positive in your company.
I know it’s tough. I’m talking to you guys every single day. I know that you’re getting your butt kicked right now and that you are just down and out. This podcast is here for you. It is here to kick you in the butt and to give you that motivation and inspiration to hopefully move you into action—to keep doing stuff. You might have to try ten different ways. This is all about testing. I am not going to say, “Hey guys, this is the magic wand, and this is exactly how you’re going to solve this problem.” It doesn’t work that way. It’s different for everybody.
But I’m dedicated to keep fighting for you if you keep fighting for yourself. So what happens when there’s high turnover? It gets depressing. It’s like, “What am I doing wrong? Why don’t people want to work with me?” It’s literally like dating where you just keep getting dumped, right? You start wondering, is there something wrong with me? It’s also a lot of work—especially if someone gets through your training process. It makes you want to dumb down your training process. It makes you want to say, “Well, I’m not going to fully train them until they’re on board for a couple of months.”
That’s the wrong way. That’s the wrong idea. You do not want to dumb down your training process because that’s all part of your company culture, which ultimately leads to waste of money, right? It costs money to onboard people. I have some clients who have told me exactly how much it costs them—hundreds of dollars per employee between onboarding, training, and certifications. But when you think about a new employee being worth roughly $10,000 to $20,000 worth of revenue, that investment isn’t so big.
Sometimes you invest it back and it doesn’t work out, but it doesn’t mean you’re doing a bad job. However, it could also mean that you’re not doing things right. I want you to think about all the other jobs. In fact, go ahead and try to apply for some of the other pet sitting jobs in your local area. I dare you. Just like I tell you for sales—call your competition. See what their process is like. You’ll probably be surprised at how poor it is.
Now, if you have high turnover, what’s going to happen? Your clients are going to get frustrated. They’ll say, “Oh my God, not again.” But this is a climate where I think a lot of clients are actually more empathetic because turnover is happening everywhere. You go into any service business—restaurants, salons, groom shops—it doesn’t matter. There’s turnover everywhere right now.
There’s a big shift happening where people are deciding what’s worth it to them. What do they want out of life? Many companies are calling people back to offices, but workers are resisting. People like working from home. They eat better, feel better, and are around their pets. So think about that bigger picture. People are literally deciding what makes them happy.
And when they’re looking for something new, what are you doing to attract them? Think about what you can control. You can control how often you post job ads. Post often—once a week or more. If your ad is more than ten days old, it’s old news. Keep your hiring ads fresh. Change them up. If you’re talking to college students, write for them. If you’re talking to retirees or people changing careers, write to them too. Marketing isn’t just for clients—it’s also for employees.
People are looking at your social media and website to see if they can picture themselves working for you. What kind of joy are you spreading? What vibe does your company give? That’s why in Better Marketing with Bella, we’re now giving clients hiring graphics and videos every month—because they’re evergreen and timeless.
Now, let’s talk about hiring phases. You need them to hire fast and effectively. The biggest mistake I see is people putting all their questions into one huge, overwhelming questionnaire. No one wants to fill that out. Break it into phases or steps. Decide what you’re testing for, how you’re testing for it, and how you’ll quantify success.
Don’t hire off your gut. When you do that and it doesn’t work out, you start doubting yourself. Instead, use a scoring system. Yes, it takes work to set up, but it’s worth it. I have clients with seven phases in their hiring process. It’s detailed, but it works. One client now only interviews people who’ve made it to the final stage—after being screened by her team—and every person she’s hired from that process has worked out wonderfully.
You can’t control everything, but there’s a lot you can take ownership of. If you go to jumpconsulting.net/episode255, you’ll get my download showing my “sticky note” method. It walks you through what to test for, how to test for it, and how to measure results.
JazzHR is the backbone for this. It works—really works—if you use it correctly. It helps you manage and refine your hiring process scientifically. Unlike Indeed, JazzHR posts across multiple job boards and filters applicants based on your setup. It saves time and keeps your data secure. If you’ve tried it before but gave up, reach out to me. You can talk to Abby from JazzHR—she knows our industry inside and out.
If you’re on the lowest plan, upgrade to the next one—it’s worth it. You’ll get my hiring ads, knockout questions, and an hour of setup support. Do the work now. Build your phases. Don’t delay. This is how you fight turnover effectively.
If you want to see what others’ hiring phases look like or get inside access to what’s working for top pet businesses, join the Mastermind community at jumpconsulting.net/mastermind. You’ll get support, collaboration, and proven strategies.
So to recap: when you have high turnover, first, expect it—it’s normal in today’s volatile market. Second, focus on what you can control. Build and refine your phases. Third, grab my download at jumpconsulting.net/episode255 and start creating your system. And when you get stuck, join the Mastermind.
And finally, remember your marketing matters. Potential employees are looking at your social media to see if they want to work for you. That’s where Better Marketing with Bella comes in—it gives you blogs, videos, email templates, and coaching so you can attract great people.
So what did you think? Did you love this episode? I sure hope you did because I put a lot of love into this for you. The best way you can show me that is by going to iTunes, Stitcher, Google Play, or wherever you listen to your podcast and leaving a review. I just might read it on the next episode. I also want to remind you that when life gets you down, remember to always keep jumping. Thanks for listening.