3 Reasons Why Employee Exit Interviews are OverratedMarch 29, 2018
How to Perfect the Client Intake Session on the First TryApril 4, 2018
Employees leave companies for a variety of reasons. There are simple explanations like they’re relocating for family or they want to go back to school. There are also complicated factors that affect the big picture of an organization, such as they believe their salary is too low or they don’t mesh well with the company culture. While supervisors can feel like they have no control over employee retention, that’s not the case.
We pinpointed the top 4 reasons employees are leaving right now that directly relate to their leadership.
1. They feel unappreciated Imagine feeling like your superiors don’t value the number of man hours you put in at work, even when project after project is executed flawlessly. You wouldn’t want to stick around for very long, would you?
Sixty-six percent of employees would quit their job if they felt unappreciated. If you aren’t actively showing how much you value your employees, they notice. Be sure to tell them how much they mean to you. Maybe even offer a bonus or other perk to show them that you see how hard they’re working and they deserve an extra treat. Also, let your team help you make big decisions. Just including employees in important conversations shows that you value their input.
2. They lose their purpose Everyone has a different purpose. For some, a paycheck is more than enough. Others want their everyday work to have an effect on the world around them. While you can’t force your employees to find meaning in their job, you can give them the tools to discover it on their own.
Show your team how their contributions impact the organization and the bigger picture, whether that be in your industry or throughout other markets. Remind them that they play an instrumental part in working towards the future of the company.
3. They're micromanaged There’s nothing more frustrating than trying to focus on a project and having your manager breathing down your neck. Work is stressful enough without worrying about your superiors monitoring every move you make.
When onboarding new employees, ask if they work better with little oversight or if they’d prefer some extra direction. Keep lines of communication open throughout their tenure. This way, they feel comfortable coming to you with questions and understand that any criticism you give is constructive.
4. There's no room for growth Employees want to have a clear sense of direction for their future. If you don’t support them in their efforts to achieve upward mobility, they’re bound to look somewhere else for better opportunities.
Understand your employee’s aspirations. From day one, you should address what they want to achieve and encourage that growth. Develop a clear path to higher level positions within the company and set achievable goals together along the way. When you’re teaching them a new skill, mention that it can help them down the line when they’re in X-position.
Employees are human. They have complicated emotions and aspirations that have to be factored in during their tenure at your organization. If you acknowledge what they need to achieve success and foster a supportive environment, your employee retention is sure to skyrocket.