There are few things more draining for an organisation than the
steady, systematic loss of highly effective and productive people.
There's nothing new about people trying to improve their lot.
Many outstanding people use periodic job changes as a key part of
their career management strategy. However, when evidence of
dissatisfaction among top workers seems to be a recurring theme,
something has to be done.
Why are staff leaving?
People leave jobs for a reason. Examples are:
loss of faith in management
feeling unappreciated, bored or unchallenged
frustration with excessive politics
feeling used or exploited
concern about the future of the firm
the departure of a close friend
a more flexible benefits package.
Some leave because they can't live with what they consider
unsatisfactory company practices, such as unreasonable working
hours, an unpleasant working environment or a lack of
Addressing work-life issues
Today, some workers leave for reasons best referred to as
work-life issues. If this is the case with your company, you may
want to consider implementing some programmes.
For example, through the use of technology, workers can be
spared much unnecessary travel. Others may benefit from being
allowed to telecommute, so long as you provide adequate guidance,
keep workers in the loop, and otherwise monitor performance. Other
options include job-sharing.
Yet another option is to allow an "A" player who wants
to spread his or her wings to continue as a freelancer or
How to keep employees loyal
Today, employee loyalty is at an all-time low. The downsizing
that pervaded the economy in the 1980s, 1990s and 2000s has
increased the decline in loyalty, and mergers and acquisitions have
diluted the identification employees felt with their companies. It
should come as no surprise, then, that nothing is more valuable to
an organisation than capable employees with a strong sense of
loyalty to the firm.
There are nine keys to loyalty:
The behaviour and reputation of management is a key factor in
whether workers stay or go.
A clear, well-conceived mission and vision keeps employees
focused and connected.
Recognising and rewarding exceptional performance encourages
A good company reputation will attract and bond many
A focus on building pride encourages longevity.
A sense of long-term viability provides stability and
Opportunity for growth and training encourages commitment.
Opportunity for promotion helps keep career-minded employees
A commitment to driving out fear and minimising politics will
ensure that workers don't leave out of a sense of
Leadership is key to retention
Leadership is a key factor in retention. Don't assume that
you know everything there is to know about leadership. You
don't. And sticking to the old way of leading may be
encouraging workers to leave. You can't count on controlling
things through power any more. Today, a leader leads by persuasion
Because a worker's immediate supervisor is vital to
satisfaction with his or her job, leaders must learn how to lead
today's workforce. Great leaders have enthusiastic followers
and focus on getting things done. They rely on a fixed, unwavering
set of convictions as their guiding light, and act on those
convictions. Since they demonstrate trust, conviction and loyalty,
they also inspire it.
Discover why a worker leaves
When a worker leaves, you need to find out why. The stated
reason typically isn't the real reason. What you need to find
out is what sparked the job search in the first place. Was it
dissatisfaction with a supervisor? Lack of advancement opportunity?
Disenchantment with working conditions?
You will want to ask departing workers questions such as what
they liked most and least about their jobs, how satisfactory the
compensation system is, and whether the exiting worker made the
kind of progress he or she would have liked to make while working
for the company. Consider a follow-up enquiry six months down the
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.
To print this article, all you need is to be registered on Mondaq.com.
Click to Login as an existing user or Register so you can print this article.
One of the greatest challenges facing employers today is finding and keeping good employees. This article describes some effective employee retention strategies that will help you retain good staff and develop a stable workforce.
The report identifies the 250 largest Consumer Products companies around the world and provides an outlook for the global economy, an analysis of market capitalisation in the industry, and an assessment of the increasing impact that digitally empowered consumers are having on the industry.
Whilst the hype around the power of ‘big data’ has only just stared to seep into oak-panelled boardrooms and onto the pages of the corporate executive agenda, sporting organisations have been at the forefront of exploiting data to gain a competitive advantage for years.
Strategic planning is crucial to profitable business growth, but companies typically realise only about 63% of their business strategy's potential financial value because of defects and breakdowns in strategic planning and implementation.
Some comments from our readers… “The articles are extremely timely and highly applicable” “I often find critical information not available elsewhere” “As in-house counsel, Mondaq’s service is of great value”