Employees leaving your company may give various reasons for resigning. While they may really need to take a job closer to where they live, decide to stay home with their children or want to change career paths entirely, these are often not the only reasons employees leave.
While major life changes do happen and employees do leave a job they love, most organizations fail to look at the actual causes that are typically associated with turnover of high-contributing employees.
Many employees quit jobs for reasons that they never share with their manager. Think about these possibilities when assessing why your people are leaving.
Be an organization that measures its employee turnover through an exit interview with every voluntarily terminating employee. Have a confidential meeting with them, away from their direct manager, to ask them their reasons for leaving, what they liked and disliked about their time with your company and any recommendations they have for management to make the next person’s experience better. Collect this data and pay attention to how many people may be leaving because of the actions of their manager.
Additionally, reward those managers who are better at retaining the key talent on their teams. Then work on developing, improving and, if necessary, disciplining those who have a high-turnover.
Employee engagement is defined as a state of mind where one feels satisfied, empowered and committed at work. It can also be characterized by such behaviors as persistence and initiative, and personal characteristics like the right attitude, high level of energy and a positive point of view. It is a fact that engaged employees contribute at a higher level to customer service, problem solving and the bottom line of the company.
If your employees are lacking engagement, start by reading up on how to create an effective employee engagement program.
It is best to get to know your employees because employee recognition can come in different forms. Every employee has different motivations and needs. Offer rewards and incentives that your employees will value and personalize them to the individual as much as possible. Also, never underestimate the power of saying a simple “thank you” for a job well done.
Given the above findings, it is imperative for companies to consider the great impact they may experience when losing some of their best employees. To undo the damage, find ways to shift your focus to the needs of your employees so they – and you – can be successful.
This communication is for informational purposes only; it is not legal, tax or accounting advice; and is not an offer to sell, buy or procure insurance.
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