Quit Quitting! Why employees leave and what businesses can do about it

Oct. 15, 2010 - PRLog -- Cori Maedel, Vancouver human resources consultant and CEO of the Jouta Performance Group (http://www.jouta.com/), says that no matter what industry you’re in, if you make the fatal flaw of assuming that employees stay solely for money you may be vulnerable to losing your star performers. To avoid the expensive process of replacing good employees, employers must take pro-active steps towards retaining their top talent.

Maedel specializes in providing human resources consulting for businesses in BC, some of whom feature in the top 100 fastest growing companies in BC.

“Canadian employment rates have been recovering steadily since 2009, but there was a time not too long ago when both employees and employers were unsure about their future. We’re hopefully out of the worst which means, as an employer, this is an ideal time to start reviewing your current situation and making changes if necessary. Look at who have working for you. Identify the real gems and make sure you’re ticking their boxes in terms of what they’re looking for.”

But sometimes it’s hard to know what your employees are really thinking. Maedel says, “Employees spend time worrying about things they don’t understand or can’t explain. They have challenges about their work, their coworkers and their company. Enrolling your team in a corporate coaching session is one of the best ways to understand your employees.”

So if it’s not about the money, why do employees stay? Here are the top five reasons from a list of 20 (taken from Love’em or Lose’em. Getting good people to stay. 2002) that employees choose to stay rather than look elsewhere. For the full top 20 visit our blog at http://www.jouta.com.

Exciting work and challenge

This is the opposite of boredom. Boredom leads to a loss in productivity and focus. Rather than letting your employees just go through the motions, challenge them with stimulating work that has a direct impact on your company’s success. Set expectations and let employees know when they are doing something right.

By sharing your company’s vision and goals you are providing employees with a clear understanding of the direction in which your organization is going. Above all, practice honest and open communication to help build trust and loyalty.


Career Growth, learning, and development

Aim to foster a desire among employees to want to stay with your company. Research indicates that one of the key elements in an ‘employee’s intention to leave’ is their level of commitment to the organization. Commitment is directly related to opportunities for employee development, so by offering training you are cultivating commitment.

Once you’ve identified your top talent seek to promote and develop from within. As well as formal training options think about coaching too. Coaching helps develop high morale and helps improve both efficiency and productivity.


Working with great people

How do you know you work with great people? Simple. Offer opportunities (both inside and outside of work) for your employees to get to know one another. Don’t just leave it at that though. As an employer you must get to know everyone too. Why? Because, as an employee, one of the worst feelings is invisibility; thinking that no one would notice if you didn’t show up one day. Showing that you understand and appreciate your employees is a fundamental aspect of getting them to stay.


Fair Pay

Think about what fair pay means in terms of both the job and the area in which your business is based. On top of that, depending on what works for your organization, you might want to think about also offering incentive pay, retention bonuses, compensation after long projects, a creative benefits plan and flexible work schedules (the Emerging Workforce Study, 2005, revealed that 60% of workers of all ages rated time and flexibility as important to retention). Don’t forget that non-monetary rewards can be just as important. Think about what might work for your organization. If you’re unsure, ask your employees.


Supportive Management/Good boss

Last but not least, the fifth most important reason. Don’t be the reason employees leave. Be a true leader for your employees. Foster their respect and help develop them as employees. However bear in mind that despite a bad manager or supervisor being one of the main reasons that employees leave, having a good manager or supervisor may be an insufficient reason alone for staying. Don’t underestimate its importance – just know that it’s not a reason that works alone, without support from other areas.

No matter what industry you’re in, it is vital to know what your employees think and feel about your company and about their positions.

Don’t make the fatal flaw of assuming that employees stay solely for money. If so, you may be vulnerable to losing your star performers. Take pro-active steps towards retaining your top talent and avoid the expensive process of replacing good employees.

# # #

Jouta [Joe-ta] are the HR experts who bridge the gap between people and business to create a healthy, high performing organization.

Our creative, solution-based services are tailor-made for your people and your organization.to your business needs.

As a team we have over 90 years of experience in HR and coaching. We guarantee that the structures, programs and proposals we put in place will motivate, inspire and guide your teams so that ultimately your business becomes more effective and productive.

For more information visit http://www.jouta.com or call us on (604) 488-8885.