Training and maintaining a cohesive and quality team is a difficult task and requires a lot of attention from the company more specifically in the area of human resources. The human resources have a primary role they are the faces of the company, being the main responsible for the success and quality of the service that the company provides and consequently for the good results obtained by the same.

The role of the Human Resources area in companies goes beyond just interviewing, selecting, hiring and dismissing employees, involving all management directly and indirectly with the functioning of all organizational areas, as it acts as a mediator between the interests of professionals and from the company.

Employee turnover is something negative and detrimental to growth and success.

This behavior is most pronounced in some industries and companies, for example, in call-center companies, direct marketing and sales companies.

Turnover rate is a result from the average employee exit rate (voluntary and involuntary layoffs) relative to the average number of employees of a company in a given period.

This behavior may be a result of low pay, poor working conditions, inadequate working hours, reduced and inadequate rest periods, bad environment and work dissatisfaction.

To combat these high turnover rates some key strategies can be introduced that can dramatically improve the chances of retaining employees. From employee retention strategies to better recruiting approaches, there are ways to reduce turnover.
Let's talk about reasons that give rise to high levels of turnover and the strategies that should be used.

1.You hire a lot of entry-level employees who don’t plan to stay in the position for very long. It is very common in call center company, fast food restaurants exist a large number of beginner employee, not even the best employee retention techniques may work. The retention of entry-level employees is very difficult, since most of them are aimed at learning on their first job and this job does not come for life. The role of the company in this situation is to demonstrate the possibilities of growth in the company and the importance of achieving a stable job.

2.Your competitors are offering more. "More" may not mean exactly financially through salary, being a possibility. More can also mean more flexible schedules, more perks, more benefits, and more of just about everything else. When researching your competitors, keep an eye out for what they’re offering beyond hourly rates and salaries. These extra perks and benefits, such as gym memberships or telecommuting, are going to lure your employees away and decrease your employee retention.
It is essential to captivate your employee and demonstrate to him that the company cares about your well-being and provide a sense of accomplishment.

3.Younger generations have different priorities. The professional goal of generations ago was to be able to have a job for life. The idea of “work” and “career” has changed over the years, as have priorities. It’s increasingly common for a person to only stay in a position for a few years before moving on. Maybe it’s part of the trend towards instant gratification. In this paradigm it is necessary to create attractive rewards that make the employee feel attracted to staying in it throughout his career.

4.Extreme fatigue and the stress inherent in the development of his duties represent another reason that sometimes leads the employee to consider the idea of changing companies. The company needs in this sense to find ways that can provide the employee with a way to minimize this feeling or try to manage it in the best way. The implementation of performetric software can be an adequate solution, already provides to its user in real time information regarding their level of fatigue and generates an alert to the user when there is a need to take breaks to help the employee to feel more productive and with less fatigue.