By Jim Clark, PhD – Director of Student Sidelines LLC © 2019
There are many telltale signs of employee unhappiness, some of which make a lot of sense. In fact, there other factors like some heavy personal burden, or acting on a New Year’s resolution to shape up that could explain why an employee appears to be preparing to exit the organization.
I prefer to think of it a bit differently about the prospect of good employees leaving the organization:
- Talented, achieving employees do leave, regardless because they seek new life and work adventures - so it is important to have an ongoing, effective recruitment system.
- Be upfront with associates about point #1 and tell them that you job is to foster a positive work environment as long as it is mutually beneficial and when they decide it is time to go, you will be willing to help support this growth opportunity.
- Also mention to associates that you value their opinions and if/when they decide to leave you would treasure their recommendations for replacements that they know.
- When doing semi-annual performance reviews, especially ask your most valued associates what things can be done better or different to enhance their involvement in the organization.
- In every way possible, promote a “learning” environment by investing time in updating associate knowledge and skills, including sending every associate to some external learning experience where they come back and do a 3-way communication to execs, dept heads, co-workers.
Yes, some of these suggestions sound like overly expensive fluff. But they are not. Turnover of key people is very expensive.