As a manager, do you ever feel like you spend too much time trudging along the path of recruitment in the eternal search for the right people to join your team? You spend the majority of your time interviewing candidates, drawing up contracts and negotiating salaries, only to have the best recruit you ever found leave after six months? Why is that?
You may have heard it said that people don’t leave companies, they leave managers; reinforcing the belief that money isn’t the greatest factor driving employees’ decisions and giving prominence to things such as company culture and career advancement.
Here are the five most likely reasons people are leaving your team
- Lack of recognition
For most employees, knowing that their efforts are positively contributing to the company’s success will make them feel like a valued member of the team. As a manager, it is your responsibility to give employees the recognition they deserve.
By communicating with employees to ensure they can see the bigger picture, you will be helping individuals see that they are part of an effort which is greater than their job. If they feel disconnected from that greater vision, you’ll lose them!
- Lack of autonomy
Career fulfilment is a key motivator for many employees and giving individuals the power to determine their own career path may be key to retaining them. Ensuring everybody is aware of the contribution they are making towards company goals and clearly identifying career pathways will make sure they feel their work has the potential to lead to advancement.
While most people like to know that they are safe in their job and that there is an opportunity for advancement, in many cases, poor communication from managers can make even the most committed employee feel shaky and uncertain, leading to stress and high levels of absenteeism.
Feeling that there is something in it for the employee personally is one way of instilling a sense of stability within your team, but as a manager, it is vital that you communicate this effectively to all team members.
- Corporate culture
A bad atmosphere is no fun to work in. While some people say it’s just a job, it never really is, and the overall culture of the company can have a real impact on the happiness of employees. Demonstrating an appreciation of your employees by offering rewards and creating an environment where staff feel comfortable and engaged will help you retain those individuals who are key to your organisation’s success.
Individuals in many workplaces feel that internal mechanics hinder them from doing the job they were employed to do. Systems, processes and politics may create barriers for staff which make it difficult for them to perform well, while a lack of training or job clarity may further inflame this feeling of discontent.
Ensuring key individuals stay with the company
Taking all of these insights on board, when it comes to retaining employees, it is useful for managers to keep in mind the three Rs: Responsibility, Recognition and Reward.
Besides providing the key to getting the maximum productivity from a company’s most valuable resource, ticking these three boxes will also ensure that people within the company feel content enough to stay with the organisation for the long-term.
Of course, ambitious and driven individuals will always be seeking exciting personal challenges – and sometimes it’s right for them to move on – but if you can provide that challenge for them, you’ll be able to keep those talented individuals committed to your company goals.
Director, Firestarter People Solutions