The labor market is constantly evolving, and employers must adapt to new realities. While companies once had a broad choice of candidates and could afford a meticulous selection process, today the situation has changed—finding qualified employees has become more challenging. Moreover, expectations for working conditions are rising, and staff turnover is increasingly common.

So, how can businesses address these challenges? The answer lies in adopting a fresh approach to personnel management. Let’s explore where to start and which key aspects need rethinking to build a strong and efficient team.

The Role of Leadership: Who Really Makes the Decisions?
Every transformation in personnel management begins with company leadership. A leader’s approach to recruitment, training, motivation, and employee retention is a crucial factor in determining business success. If top management clings to outdated methods and resists change, the company is likely to face persistent personnel issues. As both Buddhists and psychologists say, flexibility is key to adapting to change. This principle applies equally to business: leaders must revisit their strategies for managing key aspects of their workforce, including:

1) Staff turnover
2) Engagement with current employees
3) Career development opportunities
4) Onboarding processes for newcomers
5) Training and professional growth
6) Utilizing new recruitment resources

Staff Turnover: Accepting Reality Instead of Fighting It
Let’s start by focusing on staff turnover. Many managers perceive high turnover as a problem. However, the modern labor market demands a different perspective. While long-term employment used to be standard practice, today, employment cycles have become significantly shorter. To thrive in this new reality, employers must adapt their business processes to ensure that frequent staff changes do not disrupt operational efficiency.

Here are some essential principles to consider:

• Accept shorter employment cycles. Some employees may only stay for a few months, and that’s okay—especially when dealing with young and ambitious professionals.
• Revise training systems. Develop a streamlined onboarding process so that new employees can quickly integrate and contribute without prolonged training periods.
• Enhance control and motivation mechanisms. A transparent performance evaluation system, well-defined KPIs, and motivational tools can prevent negligence and maintain a healthy work ethic.
• Avoid holding on to disengaged employees. If someone wants to leave, it’s better to let them go than to retain them by force. Otherwise, this can lead to reduced productivity and a toxic work environment.

A Modern Approach to HR Policy
Successful companies have long mastered the art of managing high staff turnover. Sectors such as finance, hospitality, real estate, and network marketing have implemented effective strategies for mass recruitment and rapid employee adaptation.

To achieve similar success, businesses should shift away from traditional recruitment methods and focus on:

• Developing a rapid hiring system
• Streamlining training processes
• Establishing robust control systems
• Implementing clear performance evaluation criteria
• Building a strong employer brand to attract top talent

Ultimately, staff turnover is not a problem to be feared but a characteristic of today’s dynamic labor market. Instead of resisting it, businesses should learn to harness its potential to gain a competitive edge.

Andrii Kopylov
Head of the Standards Committee, Fuel and Energy Business Association