28 January 2015

6 Reasons Why Staff Are Leaving You in 2015

Employees are a business’s greatest asset, which is why it is paramount to provide them with a healthy and secure work environment.  No business is immune to staff turnover and the days of staff loyalty are quickly diminishing.  That said, there are still ways to help minimize turnover of staff and create an environment where the people who currently work for you will want to stay with the company for the long-term.

Here are 6 likely reasons why your top performers could leave your company this year:

  1. Going Nowhere Fast

One of the main reasons top performers leave is because they feel that their career advancement isn’t going as planned.  It doesn’t matter if they like what they’re working on, who they’re working with and are compensated fairly or more than fairly. They have to feel there’s something in it for them personally.  Otherwise, they will be tempted to search for employment elsewhere, or be susceptible to recruiters.

A solution could be to provide an incentive program or advancement opportunity to help your business become part of theirs future goals.

But what if you don’t have any non-managerial career paths, or employees don’t want to become managers? Your best individual contributors aren’t always going to want to manage people. So you need to build a path of advancement for them or you will find them on their way out the door when another organization does.

  1. Flexibility

What lifestyle do your top performers lead?  Are the demands of the job affecting their lifestyle enough to cause them to leave?  Get to know what type of lifestyle they leave and if there are certain nights, mornings or weekends you can rotate their hours to fit in with their lifestyle commitments, it will translate to not only a happier employee but it will increase their motivation to perform their targets.

  1. Wage

Money is not always the deciding factor but it sure makes a strong argument.  Research your competitors and match it.  This can be easier said than done but if you have average staff conditions combined with a low paying job, it wont take employees long to move on.  If this is not feasible, put a good benefit/rewards structure in place for targets met.

  1. Prevention is the best cure

Creating a great work environment is an ongoing process, but it will be all in vein if you continually keep hiring the wrong staff.  As obvious as it might sound, having a clearly defined hiring protocol is essential for any business, big or small.  If you do not have the luxury of a HR department at your disposal, then you should have a procedure in place outlining all protocols and standards that potential candidates have to adhere to when applying for the position.  This will promote professionalism and that you will in turn expect from future employees.

Online recruitment solutions are extremely affordable today, companies such as My Joblist offer flat rate recruitment services for only a fraction more than the cost of advertising a job.  This alleviates you of sifting through CV’s and taking phone calls during your workday. All you have to do is attend the interview where a shortlist of candidates are presented who have already prequalified for the role.

  1. Don’t Understand the Organization’s Goals and Vision

If your employees don’t understand what the organization’s, or their department’s, goals are, or what their role is in the overall strategy, chances are, they will not be as engaged.

Communicating the goals and strategy and how it reflects the organization’s objectives is essential to employee engagement,” says Stevens. “This is so central to succeeding that it needs to be continually and consistently presented at various levels of the organization, so the team can be part owners and champions of the strategy.”

  1. Unclear Role/Responsibilities

Good staff will always do more than what’s expected from them but when additional duties become a demand, this can cause staff to feel overworked, underpaid and taken for granted.  It is important to have clearly defined roles and responsibilities for each member not only to remind them of their contribution but also to identify and reward top performers.

What to do with this:

  • Use the above list as a self-assessment tool to see where you might have opportunities to improve.
  • Engage your management team in focused discussion about these six areas to get their perspective on what areas need the most work.
  • Do focus groups to find out how well employees feel the company is addressing these areas and ask for ideas on how you can improve 
  • Identify “bright spots” in your organisation — leaders who are already doing a great job in any of the above areas — and use them as teaching stories for the rest of your leadership team.

Daniel Inglese is the Managing Director & Co-Founder of My Joblist, an online recruitment solution for over 50 businesses Australia wide. He is recognized as a recruitment specialist and for over 3 years has worked alongside HR Managers and Business Owners assisting them find the best resources.

 

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