Do you know what it would take for your employees to leave your organization? If you ask them, the responses you receive might surprise you. The responses will also provide you with valuable information. Knowing the circumstances that could cause your employees to leave will help you find areas in which your company can improve. Instead of finding the answers when your employees leave your company, find time now to ask your top talent what factors would drive them to move to another organization.
Before you ask your staff members what would make them leave, review some of the reasons below why employees stay at their organizations. Are you providing your employees with these opportunities?
The environment your company creates is a major factor that determines whether an employee will stay. Not every employee will appreciate or desire the same workplace aspects so it’s important to make sure you’re hiring employees that are interested in your company culture. For the most part, employees want to work for companies that respect their work/life balance and take a genuine interest in them and their career.
Challenging Work and Career Growth
Employees who are growing in their positions and like what they do find it hard to leave their employers. Make sure your staff members don’t leave because of workplace boredom, meaning their assignments aren’t challenging them. Meet with your employees on a weekly or monthly basis to gauge their thoughts on their job assignments and related performance. Help your team members grow by offering them opportunities to strengthen their skills, learn more information, and work on larger or more important projects.
Leadership is a top reason why employees decide to hold a long tenure with an organization. Many employee opinion surveys reveal that employees leave or are likely to leave because of the actions of their managers, supervisors or senior leaders. No one likes a micromanager or a leader who never checks in. Treat your employees with respect, be considerate of their time, communicate openly with them, and in return they will more likely stick with your organization.
Feedback and Recognition
Receiving positive and constructive feedback consistently is critical for the success of your employees. When employees don’t receive feedback, several consequences can result—employees feel frustrated, bad manager-direct report relationships develop, or employees search for new jobs that fulfill their needs. In addition to constant feedback, workers want to know that they are valued for the work they put into the company. Regularly demonstrate that you appreciate your workforce’s efforts. Whether you send them an email congratulating them on a sales win or take them out to eat on Friday, make it clear that they’re valuable team members.
For additional guidance for retaining your key employees, please call a member of CAI’s Advice and Counsel Team at 919-878-9222 or 336-668-7746.
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