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43 out of 100 workers plan to look for a new job in the next 12 months, according to a recent study by global staffing firm Robert Half. Imagine what your company would look like after losing 43% of your staff, and join the ranks of employers who are "very concerned" about these findings.

why_employees_quitEmploying typical tactics like improving communication and bumping up employee recognition can help, but there are many other reasons a team member leaves for greener pastures. The reasons for professional departure range from psychological to monetary, but there are ways to retain some of your best hires without making massive changes to your company.

What make employees jump ship?

They want more money

Large debts – student debt, housing expenses, childcare expenses, car payments, and more – plague the budget of the average American, and higher salaries provide job satisfaction and peace of mind. The truth might hurt your company wallet: when it comes to retention strategies, better compensation is the clear frontrunner. The Robert Half study reports that 43% of workers leave a job for more money, with less than half of that number responding with the second highest reason:

... and more time off / better benefits

As one of the most overworked nations (with no mandated paid sick leave), it's no wonder that time off and decent benefits are heavily valued in the American workplace. Increasing vacation time, closing the office during the holidays, honoring summer Friday hours, or changing up your lunch policy are all small ways to boost morale and keep your people sticking around.

Work flexibility is becoming the norm.

More than three quarters of workers in a Crain's study say flexible schedules and remote work are the most effective non-monetary ways to retain talent. Allowing employees the freedom to work in a comfortable environment, avoiding a daily commute and working at their prime productivity throughout the day is an incredibly easy way to give your employees another reason to stay. It's not just good for your team, it's good for business - 85% of companies say productivity has increased due to greater flexibility.

There's no path for advancement

If you've hired any members of Generation Z, you might have noticed an uptick in expectations. A survey revealed that 75% believe they'll deserve a promotion after working in their position for only a year. Offering new job titles and setting a plan for career growth are potential solutions, but younger employees may just have different expectations that should be addressed directly.

Other generations feel similarly, seeking a need to feel "essential." Giving them ownership and control over their responsibilities along with a clear path for advancement results in a loyal and productive team.

They aren't learning

A third of employees who quit attribute it to lack of skill development. Workers want to contribute to companies who support their careers and professional development, so once they stop learning, you can count on an empty cubicle. Ambitious people have a growth mentality, so give them the opportunity to attend workshops or seminars and bring back some fresh ideas and enthusiasm for your industry. Retaining top talent means allowing the space for professional as well as personal growth.

They want a new boss

You've heard the saying: people don't leave companies, they leave managers. A boss with seemingly small bad habits can have a massive effect on the success of your business, so take a look in the mirror and make sure you're prioritizing team satisfaction.

We'll touch more on this topic in our next blog post, but until then, take these tips to heart and keep your top performers right where they belong – on your team!

Posted: 1/15/2020 11:12:52 AM by Amanda Wahl | with 0 comments


In our last post, we discussed the importance of valuing workplace diversity and inclusion. The term "workplace diversity" has been in use for some time, but "workplace inclusivity" can have some of us scratching our heads. While diversity introduces variety to your team, an inclusive work environment is one that allows employees to truly be themselves.

diverse_workplace

You might think: people can always be themselves in our office, but there are often instances where an employee feels uncomfortable revealing certain information about themselves. Situations all too common in the office: a woman eliminates family photos from her desk to avoid seeming "serious" about her job, or a man takes vacation time for doctor's appointments to avoid indicating he's working through some mental health issues. These are only a couple examples, but "identity covering" is a frequent tactic in the workplace. A Deloitte University Leadership Center for Inclusion resport found that 61% of employees "cover" at work, meaning they aren't necessarily hiding something, but may be downplaying it in fear of attracting unwanted attention.

How to create a diverse and inclusive workspace? We'll get you started.

Share your story and be available for theirs.

When struggling at work or outside of work, open up about it. Talk about your life. Be honest about what you did over the weekend, and ask the same of your team. Revealing bits of your personal life displays openness and vulnerability, allowing your employees to feel welcome and free from judgment. Don't hide pieces of yourself, and you can expect the same from them.

Create a path for advancement.

In a diverse workplace, not all employees have informal networks among their superiors. It's important to have a path in place for someone to move up the ranks with achievements and recognition.

Establish diversity and inclusion programs.

If your team is large enough, creating joinable groups to unite people across the company can be a great way to allow space for discussion and incorporate feedback processes to larger topics. Consider the wheelchair-friendliness of your office, and give thought to perhaps adding gender-neutral restrooms. Evaluate the diversity of leadership at your organization. Involving your employees in the design and implementation of any further diversity or inclusion programs ensures future efforts are time well spent.

Be intentional about meetings.

Who is running your team meetings? How diverse are your project teams? Eliminating a day-to-day bias is the first stage of creating an inclusive environment. Being aware of meeting and team composition is important.

Categorize your numbers.

Employee satisfaction surveys and focus groups show your intentions are in the right place, but you shouldn't let above average reviews make you complacent. Statistically, the majority's views will overpower that of the minority, so take a look at the data separated into smaller categories. A great example is a Harvard Business Review study of a global law firm: while half of the firm's employees were women, only 23% of the firm's partners were female. Further segmenting their survey data, HBR discovered women didn't want to be partner as often as men. A follow-up survey revealed there were strategies to increase the number of female partners, by making some small changes.

Diversity and inclusion in the workplace is an ongoing discussion that continues to change with a shifting workforce landscape, but one thing is clear. Providing a diverse environment that allows people to be who they are will increase productivity and ultimately improve your business.

 

https://hbr.org/2019/02/survey-what-diversity-and-inclusion-policies-do-employees-actually-want

https://hbr.org/2014/11/help-your-employees-be-themselves-at-work

https://hbr.org/2018/12/to-retain-employees-focus-on-inclusion-not-just-diversity

https://theundercoverrecruiter.com/benefits-diversity-workplace/

 

Posted: 11/22/2019 10:11:45 AM by Amanda Wahl | with 0 comments