Below are 10 of the top reasons for employee turnover, according to Manila Recruitment. Chief among them are lack of recognition, lack of clear direction , and a poor corporate culture. High employee retention rates depend on managers who develop genuine relationships with their people.
They accomplish this by believing in the values of trust and transparency, and by providing employee feedback often.
According to NPR , there are some interesting reasons for this record-setting attrition:. As pandemic life recedes in the U. Smart managers create opportunities for people to use their strengths. About six months ago, when his team went through rapid product iteration to introduce new tools and formats, Chase helped lead the team to exceptional results.
But he finished the project drained from the extensive coding and cross-functional work — and started wondering whether there were other ways to contribute. Talking with his manager, Lu, he realized that while he had a strong technical background, where he really excelled was building prototypes to help prove concepts quickly and then iterating.
His success not only landed him in a brand-new role that leveraged his strengths but also created the conditions to build a broader team of collaborators with similar skills and interests. All that was missing was the push to make this happen. In a connected world, a huge part of getting work done is seeking and sharing knowledge. Some estimates suggest that knowledge workers spend more than one-quarter of their time searching for information.
As managers learn who knows what, they can connect the dots — or better yet, build a searchable database of experts. In too many situations, opening a door in our careers means closing one in our personal lives.
The special project that takes date nights away from our partners. The big promotion that takes weekends away from our kids. The new role across the country that takes us away from our families.
At Facebook, our best managers work with people to minimize these trade-offs by creating career opportunities that mesh with personal priorities. Shona, an agency lead, was coming back from maternity leave to a global role where time zones directly conflicted with her parenting. With her manager, Shona developed a prioritization plan for travel.
For anything that was important but not essential, she worked with regional colleagues to set up meeting coverage. Great bosses set up shields — they protect their employees from toxicity. A Udemy study found that nearly half of employees surveyed had quit because of a bad manager, and almost two-thirds believed their manager lacked proper managerial training.
In order to more closely examine the responsiveness of management to employee feedback, Peakon compared employee feedback rates to responses from management, separated by industry sector. Acknowledgment by management is crucial and should be a priority to companies looking to retain their employees and avoid the high cost and lost time of higher turnover.
Good communication means hiring and training managers to serve as reliable channels between employees and the company.
Another top-ranked response to the question, "If you had a magic wand, what's the one thing you would change about [your organization]? Peakon's study found that employees would most like to change the office environment in which they work.
Providing an environment conducive to increasing productivity becomes all the more important to retain top talent, including flexible work arrangements with remote work options. All of this recent research is indicative of a preference that transcends generational gaps: employees are more engaged and productive when their workplace is flexible, and most prefer to work out of the office.
An employee who feels like their voice is being heard is an employee who won't leave for a competitor, and is more engaged and productive as a result. Taking a more involved approach in listening to employee feedback and taking proper measures to implement whatever changes can be made can improve employee retention and engagement.
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