While better salaries or benefits can lure your talent to other organizations, compensation isn’t the only – or even the most common – reason that employees move on. Here are seven surprising reasons employees quit and what to do during the hiring process to stem turnover:
The job or company is different from what the employee envisioned.
Be truthful during the hiring process when you describe work teams, company rules and policies, your corporate culture and everything else related to performing the job at the company.
If you think a candidate might have unrealistic expectations, make sure you address those before you make a job offer.
There’s a mismatch between the job and the employee.
Even though you might be in a hurry to staff a position, it’s important to take your time and carefully consider how well a candidate will perform on the job and will fit with the company.
When you hire primarily based on skills, you might find that other factors such as teamwork, creativity and intellectual curiosity are more important to success than knowing specific software packages.
Not enough coaching and feedback.
New employees need frequent performance feedback. Praise them for the things they do well and coach them on the things they could do even better.
Consider teaming a new hire with a buddy. Choose a peer rather than a direct supervisor. The buddy can help resolve issues on policies, procedures and other frequent questions a new hire might not want to bring to his supervisor.
Too few growth or advancement opportunities.
Every employee needs to know where the company’s going, how it’s going to get there and how he contributes to that strategy. Give employees:
Traditional and alternative career paths for different functions.
Easy access to job vacancies.
Tools to assess their own knowledge, skills and competencies against those required for other jobs.
Formal and self-directed training and learning opportunities.
Employees don’t feel recognized, appreciated or valued.
Everybody wants to be a part of a winning team. Saying “thank you” makes employees feel noticed and appreciated. So does keeping them in the loop about what’s going on in the company.
Give employees plenty of opportunities to share their opinions, make suggestions and ask questions.
Lack of work-life balance.
This could be a symptom of a bad fit between an employee and a job. Or, it could be due to having a job vacant for a period of time. Whatever the cause, it’s important to let employees understand that you care about them as people.
Overload employees with too much work and they’ll hit the pavement in search of a more reasonable work load. Sponsor activities, allow employees to get to know one another and try to keep work fun!
Lost trust or confidence in senior leaders.
The best senior leaders clearly communicate the company’s vision and rally support for that vision. Visible senior leaders who communicate frequently and meet with employees at all levels have a much greater ability to earn the trust and confidence of all employees.