Fact: The cost of employee turnover range from 30% to 150% of an employee’s salary. That’s expensive! And while turnover can be expected, poor management can cause the normal turnover to climb to an excessive level. Employees who leave don’t just affect the finances of the company, but also the employees’ morale.
Think about it. It’s true that there are various reasons for an employee to leave their jobs. It could be marrying, going back to school, or even migrating. But, the majority of reasons why employees quit their job are under the control of the employer. It’s said that people don’t leave organizations, they leave managers!
Check out some possible reasons for employee turnover.
Why Do Employees Leave Organizations?
These days, work-life balance can seem like an impossible feat. Technology makes workers accessible around the clock. However, an employee who is overworked tends to look for other opportunities where he could have more time for himself.
It’s not just employees with a bad attitude who test other people’s patience. To keep employees engaged, you have to show respect in everything that you do and say. People are often like this: in the hundred things that you do, they forget the 99 good things as long as you do 1 bad thing. The same goes in the workplace. You could show your employees that you appreciate them, but all your hard work would crumble in an instant if you yell at them, disrespect or belittle them in private or public. You don’t know if that 1 bad thing you did to your employee be the final straw for them to leave.
Expectations Not Met
What happens when your expectations are not met? You feel disappointed, and then you tend to look for alternatives that would guarantee your satisfaction. If an employee’s expectation is not met, he or she feels the same. May it be the salary, the job itself, the company, etc., chances are, the employee will stay until he or she finds satisfaction in the organization, or will stay until a better option presents itself.
Reward your employees! Show your appreciation of them. Rewards are a powerful tool used for employee engagement. And if you lack money, you could use some creative ways to say “Thank you!” or “Good job!”.
Change is different from inconsistency and instability. Too many changes at once at policies, hierarchy, or management will surely disconnect employees with the organization. Employees don’t know what’s going on, what the priorities are or what they should be doing.
Undercompensated and Lack of Growth
Though studies have shown that money isn’t usually the primary reason people leave an organization, but it does rank high when an employee can find a job earning 20 to 25 percent more elsewhere. But, an employee who feels trapped with a dead-end job will sooner or later leave. Often, talented individuals are forced to job-hop from one company to another in order to grow in status and compensation. Invest in your employees’ development to retain them!
Don’t lose talents because of poor management!