Employee Leave
Why Good Employees Leave
In any employment market, good companies want to keep their best people. But when labor becomes scarce, employee retention becomes an increasingly critical priority.
What, then, can companies do to retain the people they worked so hard to recruit? From an informal survey that was conducted by Workopolis, of more than 100 executives recently in a career transition, several important facts emerge.
Compensation
What You Can Do:
Management and Retention
What You Can Do:
Improve managers' leadership, communication and interpersonal skills through coaching, training and feedback. Rate these key skills in their evaluations, and tie compensation to performance. Create a safe environment and process for employees to bring up concerns with their managers. Address problems quickly.
Communication
What You Can Do: Consider this sampling of ideas from the survey, and compare how your own company and its managers operate:
The Issue: When asked what advice they would give management to keep talented staff on board, survey respondents repeatedly mentioned better communication of company goals, performance expectations and value/appreciation of staff work.
Be Proactive
Rather than finding yourself in a serious staffing shortage a few months or years down the road, take the time now to address retention issues at your company. You can create strategies to improve your company's ability to carefully preserve and develop its most valuable asset: its people.
Do not hesitate to contact one of our Human Resources Professionals at HOTLINE TO HR, for assistance in getting more information regarding:
In any employment market, good companies want to keep their best people. But when labor becomes scarce, employee retention becomes an increasingly critical priority.
What, then, can companies do to retain the people they worked so hard to recruit? From an informal survey that was conducted by Workopolis, of more than 100 executives recently in a career transition, several important facts emerge.
Compensation
What You Can Do:
- Use industry surveys and other data tools to stay informed on wage trends.
- To benefit both company and employees, they increased pay to meeting specific goals aligned with business objectives.
- Collect data from exit interviews to document trends from your departing employees, and then use this data to make a business case for increasing salaries across the board.
- Survey employees to find out what perks, benefits and forms of compensation other than money will help keep them on board.
Management and Retention
What You Can Do:
Improve managers' leadership, communication and interpersonal skills through coaching, training and feedback. Rate these key skills in their evaluations, and tie compensation to performance. Create a safe environment and process for employees to bring up concerns with their managers. Address problems quickly.
Communication
What You Can Do: Consider this sampling of ideas from the survey, and compare how your own company and its managers operate:
- Provide clear vision, strong and consistent communication, teamwork and respect for workers' efforts.
- Share the company vision/mission clearly and regularly.
- Collaborate, communicate and listen. Happy employees accomplish amazing things.
The Issue: When asked what advice they would give management to keep talented staff on board, survey respondents repeatedly mentioned better communication of company goals, performance expectations and value/appreciation of staff work.
Be Proactive
Rather than finding yourself in a serious staffing shortage a few months or years down the road, take the time now to address retention issues at your company. You can create strategies to improve your company's ability to carefully preserve and develop its most valuable asset: its people.
Do not hesitate to contact one of our Human Resources Professionals at HOTLINE TO HR, for assistance in getting more information regarding:
Wage Surveys
Exit Interviews
Employee Surveys
Health and Safety
Management Coaching
