Thursday, April 18, 2013

The Top Two Reasons for Turnover

A 2010 Deloitte Shift Index survey indicated that about 80% of workers hate their jobs. Such a statistic can be alarming for every organization. With dissatisfied employees lies the high probability of constant turnover, a formidable challenge organizations try their hardest to avoid.

By means of a collection of over 14 years of exit interview data, Astron Solutions has compiled a list of top reasons why employees leave their places of employment for seemingly greener pastures. In this issue of Astronology, we will explore the top two reasons for employee turnover, and techniques you can use to avoid losing your employees.

Reason #2: Dissatisfaction with the Supervisor

Dissatisfaction of employees with their supervisors is a serious concern for all employers.  Inevitably, personality clashes will happen.  However, an overall cohesive environment is needed to keep everyone happy.  A large contributor to this dissatisfaction is lack of communication.  An NBRII article mentions, “The biggest problem with any relationship is lack of communication. And that extends beyond the personal life and into the work life.” Employees may be shy about speaking of concerns they may have, especially if those concerns may run against the grain and contrary to what a superior would like to hear. Something must be done to encourage this type of honest communication before it is too late. Conducting yearly satisfaction surveys is an excellent way to promote this communication.

Reassuring employees that their thoughts will be completely anonymous will allow employees to speak up on the matters that most concern them.  Designing a survey to include employees’ thoughts on their direct superiors will allow for more honest views and feedback. An anonymous survey will also give each supervisor a starting point to address, and hopefully correct, issues that fall squarely on the supervisor’s shoulders. Besides allowing employees an opportunity to voice their opinions, it is also important for the employer to communicate to these employees that their opinions have been heard, are being considered, and there will be action taken. Employees need to know that their opinions matter…that the employee matters to the organization.  Not sharing a high level overview of the survey results with the employees, on the other hand, is an excellent way to breed additional discontent among employees.

Reason #1: Change of Career Objectives

The number one reason employees leave an organization is for a career change. Ironically, many of your employees may not be aware of their opportunities that exist right within your organization.  Are you continually communicating the opportunities for growth that employees have with your organization? During the annual performance appraisal process, do all leaders take the time to find out where the employee sees himself in the future?  Do all managers jointly set career development goals with employees?  These approaches can facilitate employee retention among individuals who think it is necessary to change employers to move up the corporate ladder or onto a different career path. 

Employee mentoring is another valuable approach for keeping employees on track with their career goals, giving them valuable reasons to stay with an organization. There are many options to mentoring, ranging from project-oriented mentoring, formal (structured program) mentoring, and even informal mentoring (schedule and monitoring designed by mentor and mentee). These programs are affordable, as the mentors are employees with experience in the organization and the profession for a minimum number of years. Although some employees will leave despite one’s best efforts to support their career objectives, taking the initiative builds trust.  Providing the chance to map out an employee’s goals, and using the assistance of the organization in order to achieve these goals, can be an enticing incentive to stay. 

Is your organization experiencing turnover woes?  “Even in an uncertain economy, employment opportunities await top talent – talent your organization can’t afford to lose,” explains Jennifer Loftus, National Director for Astron Solutions.  “All organizations must proactively continue to re-recruit their employees every day.  If not, another employer will!”  If you need assistance with your employee retention game plan, Astron Solutions offers consulting and services and various areas such as:
  • Compensation Review
  • Incentive/Variable Compensation Programs
  • Performance Appraisals
  • Employee Communications
  • Succession Planning
  • Exit Interviews

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