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12|November 2019
Why Do Employees Leave?
Some Answers and Retention Tips
Six things to look out for
Do all of your employees feel like they’re supported, valued, chal- lenged, and provided a good work- life balance? If not, you might have a flight risk. Learn to take action before an employee has left by iden- tifying these common, nonverbal warning signs.
• Sees little opportunity for growth
Reason: An employee is more likely to leave due to job stag- nation and uncompetitive pay. Solution: Discuss a development and promotion plan to prevent dis- satisfaction or restlessness.
• Works too much overtime
Reason: An employee is at high risk for burnout if they’re working beyond the usual demands of a job. Solution: If an employee’s work- load is more than they can handle, offer additional support like helping them prioritize or offloading work.
• Becomes significantly less pro- ductive
Reason: An employee who is less productive than usual, like calling in sick more often, may be ready to move on. Solution: Have a frank discussion
about how they’re feeling; be care- ful not to come across as angry or passive-aggressive.
• Hesitant to commit to a long-term project
Reason: Flightiness surround- ing a long-term deadline can in- dicate that an employee doesn’t see themselves sticking around. Solution: They may not want to commit for other reasons, but hav- ing a conversation early can help to keep them happy and engaged.
• Has a long commute
Reason: The time it takes to get to work can increase an
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employee’s chances of burnout. (Nearly 25% of U.S. workers have quit due to a long commute.) Solution: Offering commuter bene- fits or flexible and remote working options could be beneficial.
• Habitually casual employee starts dressing more professionally: i.e. from tees and jeans to suit and tie Reason: If an employee usually dresses casually but switches to more businesslike attire, it may signal they’re looking elsewhere. Solution: Start a friendly discussion with the employee to gauge their happiness level and address their career path.
© MARK ANDERSON. www.andertoons.com
Millions of people volun- tarily leave their jobs every month. The reper- cussions of this can be far reaching. In fact, some estimates put the cost of replacing an employee at between 50—200 percent of their annual salary.
Although job-hopping is on the rise, most employees won’t leave an environment that nurtures them. Here are some helpful tips to stop an employee from leaving before it happens.
Benchmark your retention rate
Turnover can be a normal part of the workplace lifecycle. But when one of your best employ- ees leaves, it often triggers a snowball effect where others be- come disengaged, morale drops, and productivity plummets. Stay updated on turnover trends by calculating your employee retention rate quarterly and comparing it to the benchmark you’ve set for your company.
Know when to step in
Employees don’t want to be micro- managed, but they need a certain level of guidance in order to feel supported. There may come a time
Source: Linkedin Talent Solutions
when a star employee must move on to advance their professional de- velopment. If you have developed a strong relationship with them, they will probably come and talk to you before handing in their notice.
Schedule a Meeting
If you notice uncharacteristic signs – like the quality of someone’s work slipping – carve out time to meet with them to gauge how they’re feeling and discuss solutions.
Number of employees who stayed at company for entire time period
Number of employees at start of time period
x 100 = % Retention Rate
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