Solution
Reducing turnover
Turnover is reduced before hiring, in the first two weeks and in everyday work — not by the hourly rate alone. We diagnose where you are losing people and build a team that stays.
Where turnover really comes from
- A poor match at the entry point: the work is heavier, the pace faster or the shifts different from the job ad.
- A 60–90 minute commute each way beats any motivation — usually after a few weeks.
- No onboarding: the new starter is left alone at the workstation and leaves in the first week.
- Small unresolved things (hours, workwear, a conflict on the shift) grow into a reason to quit.
How we stabilise the team
- We verify the real commute and the expectations before anyone enters the site — fewer accidental starts.
- We give new starters a plan for the first day and a team leader they can approach with any question.
- We get in touch after the first shift and after the first week — the most common warning signs are caught early.
- We settle paperwork on the spot and review attendance before lateness turns into resignations.
What you control
- Early warning signals from attendance in MyVeln
- A supervisor who genuinely knows the team
- A weekly retention review, not one per quarter
Next step
Tell us about your operation.
A specific person from Veln will get back to you — not a sequence of emails.