Do you know why employees decide to leave your company? More importantly, do you care why they’re leaving?
Do any of these rationalizations sound like ones you’ve heard in your office or even ones you’ve used yourself?
*They were probably just disgruntled.
*We can’t expect to retain everybody we hire.
*Who has time to stop and wonder why they left?
*They had the wrong attitude and just didn’t fit in here.
*They didn’t want to be here, so why worry about what they think?
Surveys have shown that 89% of managers believe employees leave or stay because of money. The truth is that 80% to 90% of employees leave because of problems with their job, their manager, or the company culture/work environment.
Why the disconnect?
When employees leave voluntarily, they don’t want to burn their bridges, so they typically will give vague reasons such as “more money” or “better opportunity” when asked why they’re leaving.
If managers don’t really understand their employees or haven’t taken the time to talk to employees, these answers provide easy rationalizations about why employees leave.
Employees who leave are often disengaged before they decide to leave. Disengaged employees are less productive and can even become actively disruptive.
This “toxic behavior” can lead to customer dissatisfaction and can even affect customer loyalty.
In the book, “The 7 Hidden Reasons Employees Leave,” Leigh Branham talks about disengaged employees and the true costs of employee turnover.
HR POINTER: It’s critical that managers understand what their employees are thinking before the employees start to get truly disgruntled or decide to leave the company.
Talking openly with employees about their concerns is important to understanding the issues. Taking steps to resolve conflicts and working with employees to provide meaningful job and career opportunities is also important.
Another way to “take the temperature” of a group of employees and discover issues of concern and areas for immediate improvement such as compensation, benefits, policies, training, working conditions, etc. is an opinion/satisfaction survey.
We offer a 5-step approach to designing and implementing employee surveys. For an overview of our 5-step approach to Employee Surveys, view the link below: http://www.yourparttimehrmanager.com/employee-surveys