Lessening employee turnover is a top human resource concern, but even more so when it comes to veterans and military spouses. There are a few things you can do, no matter the size of your operation, to track your retention success and determine whether this specific employee group is leaving in droves:
Ask employees to self-report whether they are veterans or military spouses. It may seem like common sense, but you may not have a record of everyone who has had a past connection to the military. To get a true statistical picture of whether retention is an issue, you first need a true number of the starting percentage of how many employees have military ties. So ask. Get people to identify themselves first.
Have a designated HR person keep tabs on your military-related employees. The Department of Veterans Affairs, in an April 2013 study, found that fewer than one-third of surveyed companies (27 percent) appointed full-time employees to work specifically on veteran recruitment and retention for at least half of their time. (Twelve percent said they did not know.) These dedicated positions existed at all levels of management. Having someone on board to follow this population will keep your finger on its pulse.
Calculate retention, turnover and tenure. There are simple and effective methods to determine which veterans and spouses are leaving, when and under what circumstances. The government’s Substance Abuse and Mental Health Services Administration’s website does a great job of explaining these.