How To Reduce Turnover by 40%

An on-site program that resulted in 160 warehouse positions filled and a 40% decrease in turnover.

The Summary

A leading developer and retailer of top-quality educational materials for early childhood programs, elementary schools and homes nationwide required a new recruiting solution. With more than 60 stores in 29 states, they are one of the largest suppliers of classroom products. The company has a history of leveraging staffing agencies to fill positions in their warehouses, such as packers, forklift operators, transloaders and quality control associates.

The Problem

The company was working with two other staffing vendors, but unhappy with the results. Specifically, they had:

  • High employee turnover and low job order fulfillment, causing missed production goals.
  • Issues with background checks and employees’ eligibility to work in the U.S., preventing them from converting temporary employees to full-time associates.
  • Lack of management of job order requirements, check-ins on every shift, troubleshooting, and prioritizing safety within their workforce.

The Solution

The company sought out a new partner and chose Helpmates for their ability to quickly source and vet candidates and commitment to safety. Helpmates made changes to address the client’s needs:

  • Assigned a dedicated team including an Account Manager, a Sr. Recruiter, and a Sourcing Coordinator to manage the temporary workforce and pipeline talent.
  • Placed the Sr. Recruiter on-site to handle day-to-day items with employees, engage with management/HR and support job openings with closer communication.
  • Introduced a Risk Management Program that followed safety and OSHA compliance in California with the help of Helpmates’ Safety Manager.
  • Implemented innovative employee engagement programs to source and retain employees, such as weekend work campaigns, Helpmates’ referral bonus program, gas cards, lunch passes, and contests.
  • Administered Helpmates’ rigorous hiring process including background checks, E-Verify, I-9 employment authorization, and a final audit to ensure no step in documentation was missed.

forklift operator in warehouse

The Impact

Helpmates was able to quickly assess the client’s needs and provide them with a superior level of customer service. Through these new improvements, Helpmates was able to deliver:

  • 160 positions filled within 4 months, exceeding expectations
  • 48 successful employee conversions
  • 40% reduction in turnover

Want A Similar Impact For Your Company?

With Helpmates as a consultative partner for your workforce, we can help reduce turnover, increase retention, and provide you with the superior customer service you’ve been missing. Contact us when you need to hire quality manufacturing, production, distribution, and logistics talent.

4 Times Employee Engagement Should Be a Focus

Research from Gallup shows that only 34.1% of employees are engaged. That means that nearly 2/3 of your employees are disengaged (which correlates with research from Jobvite that shows 66% of employees are open to new employment).

In other words, if you’re not focusing your attention on employee engagement, you could soon find your top performers jumping ship. Employee Engagement

But while your organization should consistently demonstrate its commitment to employee engagement through the design and implementation of a strategic plan, there are also certain times where employee engagement should be a focus.

Specifically, your organization should pay particular attention to employee engagement when:

1. Several employees have left in a short span of time. Turnover is inevitable in every business, but when several employees leave in a short span of time, it can subconsciously signal to the rest of your employees that things aren’t well (even if the employees leave for different reasons). Being proactive in these circumstances is critical. Exit interviews for departing employees can help you identify (and change) any employee engagement issues before they result in increased turnover. But more importantly, detailed steps for communication and reinforcement of your company culture should be implemented whenever an employee leaves to help ensure your remaining employees stay on board.

2. You’re expanding your team. There are many different reasons your company could expand its workforce. Perhaps you’re gearing up for seasonal changes. Maybe you’re out of startup mode and into growth mode. Growth is (typically) good news for an organization, but it can also cause unease in your current team. Without clear communication, your employees could guess at (or gossip about) reasons for the addition of new positions and employees. Fear of losing jobs or changing expectations could cause some employees to panic and look elsewhere for new opportunities. Communication here is essential, but in addition to communicating business plans and goals, taking initiative to engage your employees in the process (and make them a part of the process, involving them in new job descriptions, input on candidates, etc) can help them feel secure and engaged with your business in the short- and long-term.

3. You’re going through organizational changes. Acquisitions and mergers require the tying of many loose ends — your employees shouldn’t be one of them. Major organizational changes are, understandably, incredibly stressful for employees. As mentioned previously, ongoing, direct communication is essential in these circumstances. Activities and programs to keep employees engaged and confident in the direction of the company can help support open communication by providing a sense of stability and purpose for your employees, even when the direction of the company is somewhat in flux.

4. Work is slow/stressful. Are you seeing a trend here? Any time there is stress in your office, a focus on employee engagement is essential. Depending on your specific industry, the availability of work can fluctuate from season to season or month to month. Partnering with a staffing firm like Helpmates can help you staff up or down appropriately to handle fluctuations in work. But while your staffing partner can help you whether the workforce challenges associated with industry fluctuations, your HR team should focus on keeping employees engaged and confident in your organization.

While your organization is focusing on employee engagement, your staffing partner is focusing on providing you with new, exceptional talent to help you reach your goals. Here at Helpmates, we have an extensive network of candidates across Southern California who are ready to join your team and make an impact. Contact us today to learn how we can help your organization reach its goals.

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3 Creative Employee Retention Tips: Keep Your Team Engaged

Engaged employees are more creative, more productive and more likely to stay with your company – getting all those great results. In an especially competitive market for top talent, employee retention should be a key goal, and engagement is a critical factor. To put it simply, employee engagement is critical to your short- and long-term success.

Employee engagement is a cost-efficient way to retain talent.

Creating an engaged workforce doesn’t have to mean massive budgets and initiatives. There are creative ways you can keep your employees engaged, motivated and retained, including:ID-100100176

  1. Flexible work arrangements. Research shows that remote workers can benefit employers as well as employees, but telecommuting situations aren’t always a fit for every role. Still, it’s a highly desirable benefit for many employees who struggle to balance their work and home lives. Whether it’s split shifts, work sharing, or telecommuting, assess various positions within your company to see if the potential exists to offer more flexible work arrangements for your employees.
  2. Continuing education opportunities. Investing in your employees’ futures with your company demonstrates a commitment to their success and longevity within your company. Who wouldn’t want to feel valued and invested in by their employer? Continuing education opportunities offer an easy way to demonstrate that long-term commitment your employees need. If you can afford tuition reimbursement for college credits, that is certainly an excellent way to do it, but it certainly isn’t the only way. Online training in various disciplines is an easy way to offer education opportunities (and it can be completed outside of the 9 to 5). Lunch training sessions can be a great way to cross train between departments or offer advanced training to specific teams. You could even start your own library of materials for employees to “check out.” The point is to keep your employees learning and to show them that you are invested in their futures.
  3. Keep them informed. Big business decisions like mergers and acquisitions mean advanced employee communications – that’s a no-brainer. But keeping your employees informed on what your company is working on is another way to help them feel invested in your future (and your “now”). Quarterly or bi-annual “state of the business” conference calls are one way to include employees in news and company happenings. You could also send out an email in lieu of the call (but it should come from someone in leadership). You could even start an employee newsletter or e-newsletter, with contributions from within the team. Keeping your employees informed on company news helps them take ownership in your company, and can often make them feel more secure about their careers and futures.

How are you creatively developing an engaged workforce? What other ways have you found create a more invested team environment? Here at Helpmates, we work with talent to help determine the right cultural and skills fit within your organization. We place talent that is committed to your short- and long-term success. Contact our team to learn more about our staffing services in Southern California.

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