Earlier today, one of your employees came into your office to give her notice of resignation. After a brief conversation followed by a few minutes of solitary sulking, you decided this wasn’t such a big deal. After all, she wasn’t the highest performer on the team. But as you think this matter over (or talk it over with your HR manager) you realize that this resignation is part of a pattern. Employees who come on board don’t tend to stay much longer than a few years, and those who do stay don’t seem very personally invested in the success of the company. Do you have a turnover problem? Here’s how to answer the question and move forward.
Keep your Expectations Reasonable
Before you hit the panic button, do some research. What are the average tenures for employees in this industry? At each level? In your geographic area? How does your company measure up against the industry in general? Some jobs are revolving doors by nature, but if you check the numbers and you’re coming up short by a statistically significant margin, the time to take action is now.
Stop Blaming the Employees Who Leave
Some managers address a turnover problem by simply not addressing it at all. If you decide that the employees who leave are simply not cut out for this type of work, or not ambitious enough, or not tough enough, stop. Refocus. The same applies if you reduce your responsibility by deciding each resignation is unique and circumstantial. (For example, Carol had to leave to take care of her parents. Robert left because he didn’t like the weather here. Pete left because he wanted to pursue an acting career… Etc, etc, etc. If all they left during the same year, or the same month, you have a problem.)
Follow the Problem to the Source
Stop speculating and guessing and seek out the truth. Why are your employees leaving? Distribute meaningful exit interviews, and make sure you circulate anonymous surveys at least once or twice per year asking employees for feedback. Ask what they like and don’t like about working here. Ask what they need in order to excel at their jobs and find happiness and fulfillment within this company.
Act on What You Learn
Don’t just collect this data and file it away. Once you identify the source (or multiple sources) of the problem, start building a solution. If your employees aren’t receiving a competitive salary, fix this. If they aren’t getting the exposure, experience, or promotion opportunities they need in order to grow professionally, take a closer look at your hiring strategy and your staffing pipeline.
As you move forward and find ways to resolve these issues, get help from the expert staffing team at Personnel Services Unlimited.