Employee Retention

Why Did They Leave? How to Retain Workers by Surveying Employees After They Resign “Ability is what you’re able to doing. Motivation determines what you do. Attitude determines how nicely you try this.” ~Lou Holtz Client Charles Asks: I have an actual drawback with attrition. I ask my group if there’s anything wrong. They all say every little thing is okay. But then then resign and leave for another job. The value of training new hires is just killing me. I even have to find out how to retain my employees. Can you help? Coach Joel Answers: Charlie, I’m happy that you've a number of things proper. You are conscious of the high cost of replacing good employees. Not just the price of hiring and coaching, but additionally the cost of misplaced productiveness while the brand new staff learn. And you might be looking for a real answer to the issue of employee retention. It’s usually hard for employees to feel free to open up about an issue. Here are some reasons employees might not be free to share issues or problems with the company. The firm tradition doesn 't encourage free speaking. It could be that any criticism of the company is met with repression. Charles, since you haven't had success with asking your staff for sincere feedback, attempt asking those which are leaving. Many firms have success with a survey about employee retention after their resignation. Here are some methods to do that. 1. Create a written survey. First, you need to set a program in place. You can’t just say, “Jack, on your way out the door, do you want to tell me why you’re going?” Talk to HR. Make an inventory of questions you’d like answered. You need your questions to be easy to answer and to ask an honest response. They may be something like this. 2. Hold an exit interview. Second, after the resignation, you need to construction time for an exit interview. I would suggest giving the worker the retention survey before assembly with him. And I counsel reviewing it and having a little time between seeing the survey and talking to the employee. Criticism is always powerful to take. Your preliminary reaction will likely be defensive. This isn't productive. If you want to clear up your retention downside, you need to discover out why your employees are resigning. The function of this exit interview is to seek out out extra. Do the answers to the survey go away you needing extra data? Suppose Jack says, “Everyone was so adverse” Wouldn’t you like to know who “everyone” is and the way that negativity was demonstrated? 3. Collate outcomes. Just as a result of Jack says it, doesn’t mean it’s true. But if several of your departing employees point out an issue, you've some solutions to your retention downside. Charles, you will not remedy this problem overnight. But if you survey staff about their retention after their resignation, you usually tend to get truthful solutions. Even if the results are uncomfortable, you have a place to begin to vary and enhance. Are you battling employee retention? Executive teaching can change organizational dynamics and make great modifications in productiveness. Contact Joel to see if teaching might be an answer to your staff’s attrition. Important Leadership Lessons For Your Success From Joel’s Speaking Engagements sixteen Categories of Leadership Topics For You To Leverage and Learn. Top Business Publications Interviewed Joel. Read These Articles to Become a Better Leader. Free e-Book When You Sign Up For Fulfillment@Work Newsletter You have Successfully Subscribed! We will never share your data with outdoors events and you're free to unsubscribe at any time.