Melissa Bolton, Perlon-Hahl Inc. Human Resource Manager/Director 

As the human resource manager of a leading filament company, I have experienced walking into a company with a major turnover rate. Most industrial and manufacturing companies have a high rate of employee turnover, in fact, but what the companies often do not realize is the turnover rate is directly related to upper management.

I take pride in my relationship with my employees. Our company does not consider an employee “just another number” or person in our plant; we are all family. I can walk out onto the plant floor daily and know every employee’s name and storyline. Having this kind of relationship with each team member helps me connect with employees, which, in turn, reduces the turnover rate. I have an open-door policy and provide my immediate contact number for any employee in need to contact me, even if it is not related to work.

I am not only a human resource manager; I am a counselor, friend and leader of our organization. I promote a safe workplace while having fun during the process. Our company holds cookouts each quarter for staff along with outings outside of the workplace. Many of our employees have become very close friends — and that makes for a strong workforce. Since my employment with Perlon-Hahl Inc., the company’s turnover rate has dropped from 22% to 2%.

All of this boils down to my belief that as an employer, you have to make your work environment feel like a home. After all, employees spend more time with their co-workers than their families, most of the time. 

Keep your work phone with you at all times, and be prepared to guide and gave advice to employees when they need it. A leader's job never ends. This is the type of management that every company needs: If an employee is going through issues, someone is always there for them. While doing what is best for your company, you also do what is best for your employees. 

Taking pride in your job and leading by example are huge. Smile and laugh every day. An environment filled with laughter helps make employees feel comfortable, and like they can come to your office just to say hello. 

This is the key to success. I have heard many people say that they have never even met their human resources manager, which is so hard for me to understand. Without that connection, I have no doubt that a company will have a turnover rate that is not within the goal amount. Of course, the exact rate will vary, and there will always be turnover, but leaders can and should do what they can to keep it between the lines. 

A happy workplace means more than money. During these challenging times, operating with a lean staff is a necessity. But having that strong, stable staff is also a necessity.

Ultimately, as a human resource manager, you must be able to put yourself in the employee's shoes. You are no more valuable an employee or better a person than any other member of your staff, and most of the time, they are the money makers. I believe that every company needs to foster a family environment, no matter how large or small it is. When each employee truly loves their job and their co-workers, thanks to a family culture created by the leadership, retaining employees and reducing turnover is more achievable than ever.

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