Why do they bail out? Eliminate these retention killers
You can’t retain your best employees unless you know what motivates good people to leave an organization. Money, of course, isn’t the only factor.
You can’t retain your best employees unless you know what motivates good people to leave an organization. Money, of course, isn’t the only factor. Take a look at the main reasons employees decide to move on:
• Unfulfilled expectations. New hires will jump ship if they decide the job doesn’t match what they were told during interviews and orientation. Be sure to present candidates with an accurate job description; let them meet employees; give them a chance to spend a few hours doing the job so they know what it really involves.
• Lack of feedback/coaching. Good employees don’t want to work in a cone of silence. If they don’t know how they’re doing (until they do something wrong), they’ll grow demoralized and less productive. Make a point of talking with your people, giving feedback, and working with them to improve their performance and skills.
• Limited opportunities. Few employees want to remain in the same job throughout their careers. If they start feeling stalled because of barriers between departments or a lack of advancement options, they’ll start looking for someplace where they can grow. Make a point of promoting from within as much as you can, and help employees develop their skills so they’re ready for advancement.
• Lack of recognition. You’ve got to tell your employees that you appreciate their work more than once a year at evaluation time. Let them know how their efforts support the organization, customers, and their co-workers so they know you appreciate them and don’t have to guess what they’re doing right.
• Stress. Most jobs involve a certain amount of stress, but if it grows out of control, employees will flee. Don’t insist on unreasonable workloads. Keep an eye on stress levels, and encourage your employees to take breaks and vacations so they don’t decide to take a permanent leave from your organization.
• Lack of confidence in leaders. Your employees look first and foremost to you for integrity and high standards; they also pay attention to your organization’s top officers. If they don’t trust you to keep promises and do the right thing, their desire to represent your organization will plunge. Set the right example of ethical, principled leadership to inspire employees to stay.
—Adapted from the WFC Resources website
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