The Real Reasons Employees Are Leaving, And How You Can Get Them To Stay

Posted in: small business, small business news, staffing, staffing industry- Sep 29, 2014 Comments Off

By Roberta Matuson

When employers ask their people why they are leaving the company, they often hear, “I’m leaving for a better opportunity.” That’s usually code for, “I hate my boss,” “I don’t feel valued,” “I’m in a dead-end job,” or, “You people are too cheap to pay me what I deserve.” Then of course there is always the stock answer, “I’m leaving for more money,” which seems to be one of the cleanest ways to escape an employer. After all, who could argue with that?

When doing research for my latest book, Talent Magnetism, I asked many CEOs about the biggest myth regarding the attraction and retention of talent. Almost everyone said that money has little to do with attraction and talent. I agree.

A friend of mine recently accepted a position as a baker at a well known inn. She was happy as a birthday cake until her boss started treating her like an hourly worker, instead of a valued member of the team. She went from, “This is the best job since sliced bread,” to “I’ll be packing up my pastry bags and taking them elsewhere the moment I find a new job.” This will be a huge loss for her employer and a big win for the inn next door. This easily could have been prevented if her boss showed some appreciation to his employees, rather than constantly re

minding them they are an expense that can easily be cut.

Here are some lines employees give when joyfully leaving their companies.

“It’s not you. It’s me.” If your employee ends the relationship with this age-old cliche, then you can bet it is you. Prevent this from happening by regularly checking in with your employees to see how things are going. This will enable you to make course corrections along the way.

“I’m leaving for a better opportunity.” This may be partially true, but there is more to this one than meets the eye. Otherwise the employee wouldn’t have given the other opportunity further consideration. Do your best to keep your workers challenged. Ask them about their dreams and aspirations and do your best to help them achieve their career goals.

“I wasn’t looking. They called me.” I’ve done enough direct sourcing to know that if an employee was happy, there is nothing I can do or say to interest her in an interview. I recom

mend you do Stay Interviews. Stay interviews are done while the employee is still in your employ and are preventative in nature. You don’t have to do these interviews individually. I’ve conducted these types of interviews with groups of people, commonly called focus groups. The key here is to take action on your findings. Otherwise your employees will be out the door the next time they receive a call, which by my calculations should be this afternoon.

If you want your employees to stay, then don’t give them a reason to leave.

Article Source: Matuson, R. (2014). The Real Reasons Employees Are Leaving, And How You Can Get Them To Stay. Forbes. Retrieved from http://www.forbes.com/sites/robertamatuson/2014/09/26/the-real-reasons-employees-are-leaving-and-how-you-can-get-them-to-stay/