Employee turnover is a headache; there’s no doubt about it. It’s costly, it’s time-consuming and it can have a detrimental effect on your team’s morale. High voluntary turnover is usually a symptom of deeper organizational problems that need to be addressed sooner rather than later.
To build a successful organization, you have to track your turnover and understand why people are leaving. More often than not, it’s poor employee experience that drives talent away. Turnover drivers may look and feel different to every company, but there a few common causes.
We’ve highlighted four major reasons for employee turnover, and what you can do to avoid it.
Your company culture needs some work.
The health of your company culture determines the happiness of the people who live in it. So, take a look around. What do you see? If you see things like gossip, siloed departments, disrespect towards leadership or lack of accountability, you might have a culture problem.
Would you rather work for a company that supports its employees through training and development, or for a company that makes people feel unsafe and underappreciated? We hope that answer is simple. Happy people stay. Unhappy people leave.
Solution: Good culture goes way beyond having a ping pong table in the office and beer in the fridge. It lives at a deeper level, starting with leadership taking a genuine interest in their employees. It’s up to leadership to really listen to people at every level in the organization; they’re your best asset when it comes to diagnosing what’s going wrong. This can be done through coaching and development, setting clear expectations and creating a sense of community that keeps them connected to their work and team.
You prioritize performance over people.
What came first? High-performing teams or highly engaged people? We’ll give you a hint: It’s highly engaged people.
If employees aren’t given the chance to connect to their team and their work, chances are you’ll have someone who is willing to jump ship for another opportunity at any moment. According to Gallup a mere 14% of employees feel motivated to do better thanks to the performance reviews they receive from their managers, and only 20% agree that their performance is managed in a way that motivates them to do outstanding work.
Talented people always have options, and wouldn’t you love to be their destination rather than a pit stop?
Solution: Instead of enjoying your leadership success alone, share it with your employees. Allowing them to experience it with you will make them feel like an important part of your accomplishments, which will organically create engagement and connection. Genuine collaboration drives engagement and creates a healthy environment for everyone.
While giving and receiving performance evaluations can be one of the most dreaded moments in our professional lives, they are crucial for our own and our team’s professional development. Instead of developing a combative attitude when giving or receiving feedback, managers can easily develop a meaningful and effective way to deliver their performance evaluations that will inspire change.
According to CEB Global, having an effective performance evaluation process will inspire your employee to see positive change in their own professional habits. Over 50% of managers and employees saw a positive change in their team’s performance thanks to efficient feedback. From creating a clear and SMART plan to encourage a positive change in the work environment to giving informal feedback to individuals or teams, constant communication and a clear plan will allow you and your team to stay on track for their professional development.
By doing this, you remind your employees that their roles matter, and that their work on a daily basis helps achieve larger goals for the organization.
You may be surprised at the true cost of turnover to your organization’s bottom line. You can use this tool to discover all of the hidden costs of retention. Fill out the form below so we can send it to your inbox.
You aren’t offering professional development opportunities.
Professional development is critical in the workplace; it allows employees to maintain and obtain skills for their current roles, as well as step up their career paths. It also allows them to enhance their value as an employee, and ensures they remain relevant in their field. Employees who don’t see opportunities to grow have a much higher risk of leaving
Solution: Invest in your talent by offering career-building and educational opportunities. These will not only empower your employees, but it will help with your organization’s success planning. You may find some employees have capabilities you never would’ve previously considered. When your employees can bring their interests in development and education in-house, you may see them from a different angle for a different position.
Leadership isn’t providing clear expectations.
Setting clear expectations is arguably the most important aspect of leadership. If goals aren’t well-defined, how can employees hope to achieve them, and managers hope to reach them?
Good managers understand that there are many levels of expectations, but they’re all built on clarity and mutual understanding. Setting clear expectations about your organization’s goals, and employee performance and behavior seems pretty obvious, but very few leaders actually write them down and communicate why they’re important.
Solution: Communicate your expectations relentlessly. Whether it’s through team meetings and events, coaching conversations or one-on-one performance dialogues, reinforcing your intentions and expectations will encourage your employees to achieve the goals set for them.
Expectation setting is a two-way process; encourage your team to share their expectations of you. To be an effective leader, you have to show your team what your expectations look like in practice. Be prepared to listen to your employees and take on their feedback; this will ensure a high level of trust and mutual respect.
Want to learn more?
We offer free consultations on how you can build a retention strategy that addresses your organization’s specific needs.
A 30-min conversation with one of our friendly expert advisors. No pressure, no-strings-attached, never pushy.