Employee retention and attrition management for Coworking Providers: keeping the people members know
Members come back to a centre partly because they know the face at the desk. Every community manager who leaves takes some of that with them, and the replacement starts from zero.
Not sure what you need? Tell us about your business in six short steps and we will come to the first meeting prepared.
Share your requirementsWhy employee retention and attrition management matters in coworking providers
Coworking exits cluster in two places. The front desk loses people to long closing hours and a flat path. Community managers leave when a new centre opens and they are asked to carry two. The owner sees the exit, not the pattern, and rehiring begins again.
Retention work starts by counting where and when people leave, by centre, role and months of service. Talk to those who left and those who stayed. The causes can be small and fixable: a rota, a missing step up, a manager who never gives feedback.
How to set it up
1. Count exits by centre and role
List everyone who left in twelve months with centre, role, months served and manager. Look for the centre or the role that stands out.
2. Hold exit and stay conversations
Speak to leavers and to two or three people who stayed at the same centres. Ask what would make the job easier to keep.
3. Fix the first two causes
Pick the two most common reasons, such as late closing or no growth, and agree a change with a date and an owner.
4. Show the next step
Tell each front desk executive what a community executive does and when the next opening is likely, so staying has a visible reward.
5. Watch the first ninety days
Check in with new joiners at thirty, sixty and ninety days and note early warnings, then report exits quarterly to the owner.
Check these first
Before changing anything, find out what is true today. Use your own records for a defined period and note gaps in the evidence. The review may take longer if records are incomplete or spread across teams.
- List exits in the last year by centre and look for a centre with more than its share.
- Ask your longest serving community manager what almost made them leave.
- Check how many front desk staff have moved into community roles.
- Find whether a manager's leave or resignation was followed by other exits.
GullyHR can do this with you. Read how we approach employee retention and attrition management in general, or share your requirements and we will tell you where to start.
Questions owners ask
Front desk work sees movement, but too much exit in one centre points to the manager, the rota or the path. Compare centres before accepting it as normal.
Pay matters, but it is rarely the only reason. Check workload, authority and growth first, then review pay against similar roles in your city.
Name a deputy, introduce members to the second person early and write down key member preferences. A planned handover keeps the centre steady.
We set up the interview and hiring process for coworking providers
Every business interviews, but few have a written process that works the same way for every role and every interviewer. GullyHR designs yours, from the role brief to the offer, trains your managers to run it, and can run it for you on the roles you hand us.