As discussed in one the previous blogs as how important Human Resource as an asset is and how hiring a wrong employee can make your business pay, retaining a valuable or potent employee is no less important. Employees are the pillars of an institution, sadly, most of the times it is only realized after one of them leaves. A few reasons why employees leave, could be relocated along with their spouses, better opportunity, health issues, continuation of education, the list can go on. At some point the employer might fail to connect to the issue faced by the employee that led the later leaving the job.
However, most major reasons why an employee quits or leaves job can be controlled by the employer. Trust me! In verity, most of the job centered elements- work culture, environment, opportunity, challenge or to list a few can create pure and sole reason for a valued employee moving out of the organization.
Having said that, here are some reasons to discuss about why an employee leaves or resigns:
- Relationship with the boss: Here we don’t need the boss to be friends with the employees, but they do need to share a relationship. The boss being the most pivotal point of any organization tends to attract authority and understanding as well. If something goes wrong here, the boss may hit the list of reasons for lack of an employees’ confidence, engagement, commitment and trust. Nobody wishes to work with a “bad boss.”
- Unchallenging work: There are some out of the many employers who might fall prey to the myth that its salary that all matters. Let me tell you, it doesn’t. Salary is a necessity, but then there’s something called passion. No one wants to get stuck into a job that is boring or unchallenging. Help your employees find their interest and area of excellence. Employees want to enjoy their work.
Employees spend more than a third of their days working, getting ready for the work and transporting themselves to work. Work closely with the employees who reports to you to ensure that each employee is engaged, excited, creates and performs. Otherwise, there’s always a fear of losing them to someone who does.
- Association with co-workers: Co-workers or co-worker cum friend is always a very important factor why employees choose to stay in a company. This straightaway underscores the mental state of mind of the employees, which should be happy. Most of the times it is the relationship between co-workers actually works the magic right. Try noticing and intercede into the same to see if a problem exists.
- Opportunities: Most companies attract talent mirroring the possibilities and opportunities employees can conquest. Using their significant skills and abilities on the job, the employees feel a sense of pride and association. They want to contribute and when failed to do so, they would find places where they can do.
Make sure you know their dreams and goals. Remember, they too wish and need to grow along with your business.
- Sharing common organizational goals: It is important to make employees realize their own worth in a company. Before anything anew, the employees must know the organization’s goal first and then try to connect and realize how they can contribute and gain alike. They need your help to understand and connect themselves to the bigger picture.
- Meaningfulness of work: It’s a human tendency that follows all, and adheres to the faith that we all want to do something remarkable and different. One needs recognition. But then beyond this, one seeks for the meaningfulness of what he/she is doing. Mere paper work which could have done without, would not attract an employee for long and soon the later will come up with the solution to “leave”.
See that the employees see and understand their contribution to the growth of the company.
- Independence: This is something that can’t be given or taken in the paper, but understanding and act accordingly. Try giving the employee his/her share of independence to do what he/she is asked to, there again, you do need to monitor their progress and work of course, making them understand why monitoring is equally important.
- Organization’s Stability: As you want your employees to stay, they too expect stability from your part. Job is something which, along with identity also needs to offer stability, of course salary to count. More successful competitors, decline in sales, reduced working hours, iced up salary, employee turnover to list a few are nightmares any employee might fear to have, evolving a sense of distrust in their minds about the employer and the company.
Try making each and every change transparent so that later you need not explain all “why” and “buts” in the process of saving the company. Tell them what is the company’s situation, what have you planned out to recover.
- Overall corporate culture: However, one seeking desperately for a job will stay, but we do want someone who will remain. Right?? For that to happen without fail you need to see that whether your company respects its employees, praise them for their work, takes care of compensation, perks and benefits. More importantly, does it focus on employee satisfaction and empowerment as well?
It depends, maybe you cannot cater to each plate and make them feel at home, but you can make them feel comfortable so that they can focus and work well.
- Promotions or Raises: This is a point which I believe many job seekers or employees would place among the top five reasons. Seeing things from your perspective, let us place it here, but still it’s an important point to deem.
Over the decades the view point about salary has changed. Today it’s not simply because of money that one seeks a job (as discussed above in point 1) but it is a matter of concern if 15-20% of earning is found elsewhere with the same desired skills. This is where you need to retain your employees. Go with the trend; try learning about the market value for any preferred positions and how much your competitors are willing to give. Be smart because you never know the one planning to leave your organization could be one of the most desired and valued employees.
These 10 points will surely help you retain employees and reduce turnover. Still in need of recruitment, you can always count on us. We are Best Placement Consultants in Mumbai, we understand your recruiting needs like no other.