One of the most noteworthy statistics in a recent survey is that 29 percent of C-level executives and vice presidents say it’s “usually a surprise” when an employee resigns. That’s a large percentage of leaders who are missing the signs.
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In all fairness, the same survey finds that 53 percent of managers can predict when an employee is not happy but are often unable to remediate the problem. Indeed, only 18 percent do well to predict employee dissatisfaction and can usually remediate the problem in time.
These findings raise interesting questions about why employees leave.
Lack of Engagement
When HR and others talk about engagement, the focus is usually on employee engagement. In this instance, however, it appears that management is not engaged—with staff members.
Unless a manager communicates regularly with staff members, he or she will encounter numerous “surprises.” The method of communication also matters. So does communication style.
Issuing directives via email may be necessary at times. Circumstances may also necessitate holding staff meetings to share important information. But this is not a substitute for two-way communication—where both parties have an opportunity to ask and answer questions, and get to know one another.
Performance Management
Monitoring employee performance is likewise critical, and not only because it impacts productivity and department results. Performance management provides insight into employee attitude and commitment.
A manager who notices a change in performance should get to the root of the issue, sooner rather than later. Don’t wait for a formal review session or another so-called appropriate time.
Make it a priority to find out what’s going on with your staff member. Until you do, you have no chance of addressing the situation.
Paying
In an ideal world, employees wouldn’t care about salary – they would love the work and happily accept whatever the company pays. Unfortunately, reality demands that employees consider salary, and for some employees this consideration is paramount.
If you want to keep your employees, you should focus on fair and equitable pay. Know how your salaries stack up against what your competitors pay, and know how employees’ salaries compare within the organization. Make adjustments if necessary.
Paying Attention
When it comes to the day-to-day workplace, keep an eye out and an ear to the ground. Be alert to possible signs of dissatisfaction, such as excessive lateness and absenteeism or an increase in gossip.
Here again, address these issues head-on. By doing so, you may save an employee relationship—and prevent a disgruntled employee from infecting others.
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Paula Santonocito, Contributing Editor for Recruiting Daily Advisor, is a business journalist specializing in employment issues. She is the author of more than 1,000 articles on a wide range of human resource and career topics, with an emphasis on recruiting and hiring. Her articles have been featured in many global and domestic publications and information outlets, referenced in academic and legal publications as well as books, and translated into several languages. |