Skip to main content

Why Employees Stay

Are your employees staying because of their managers? Popular thought indicates that people leave because of their managers, so is the opposite also true?
Added to that is the view that it is always the good people who leave.
Fortunately, that is not a view, not a fact!
Great people stay.
The challenge is to understand both why people stay and why they leave.
As in sales, management ask sales people to find out why they lost a deal. It is even more important to find out why a deal was won.
At Accsys, we realised years ago that we were finding out what individual’s issues were after they had resigned and moved on mentally. We designed a system that allows us to understand our employees’ expectations on a regular basis, not just at increase time, as well as share our expectations with them.
Nothing works all the time, but it has given us much more insight and created a positive manager/employee relationship model.
So why do people stay? Today, many of us have good social media presences and recruitment companies are constantly trawling them to find suitable candidates.
That means that all of us are constantly job hunting even when we are happy in our current positions and not actively on the job market…
Addressing the reasons people stay with your company, at senior executive, level is key to business success.
Some companies thrive on higher than average staff turnover, constantly bringing in new concepts and ideas while retaining a strong base of knowledge in the business. The problem occurs when the core group of retained employees are not strong enough to offer stability and continuity.

Identifying and managing staff retention
· Create a model that interrogates why people are stayingo This is not an annual appraisal, it’s more like an exit interview for current employees
o Open up a structured discussion forum for regular one on ones
o Encourage and appreciate honesty and work towards aligned values
o Run formal staff questionnaires and then make the results public and show where the company is        trying to address issues

· Evaluate benefits, both tangible and intangible

o Close to public transport
o Well performing pension funds
o Flexible working hours
o Market related remuneration etc

In our highly competitive world, employee retention is a significant challenge, particularly as lengthy tenure is not seen as critical to career growth.
There are a number of interventions and concepts that may be implemented once there is a clear understanding of the reasons that your employees are staying with you as well as why they are leaving.
It is never possible to be all things to all people, but a mindful approach to keeping what is working and changing or tweaking what is not, can be effective and less painful that a major upheaval every few years at crisis point.

Links, References and Notes

Accsys provides people management solutions ie Payroll, Human Resources (HR), Time and Attendance as well as Access Control/Visitor Management.
The company develops, implements, trains and services our solutions. We provide readers, turnstiles, booms and CCTV.
We run both on premise and in the cloud, as well as mobile options for ESS. Recruitment, online education and Business Process Outsourcing (BPO) are part of our offering, too.
twitter: @TerylSchroenn

Note: Thank you for reading Teryl@Work. Should you wish to use any of the material, please acknowledge this blog as the source.

Popular posts from this blog

It's Not Your Fault, But..

It’s Not Your Fault, But…
Its’s not mine, either. When something goes wrong, whether at work or home, most people immediately start casting around for somebody to blame. Over the weekend, I was reading and drinking a cup of coffee which was perched on the arm of the couch.  I do this daily, and have never spilled it.   My daughter came into the room, I put my reader down next to me and we started chatting.  A little later, I picked the reader up, turned to my coffee, and knocked it over.  Something in my expression caused her to ask whether it was her fault.  Of course, it wasn’t, but a mean, small part of me was thinking, well, no, but if you hadn’t come in the room…  And she was kind enough to help me clear it up!
If that lamp post wasn’t there If that faster person wasn’t in the race If the traffic light hadn’t turned red at just that moment If we hadn’t hired Joe, I would have got the promotion If, if, if….. We are very quick to accept the “if” when it is about us, and much slower to do so…

The Gig Economy - HR and other issues

The Gig Economy has emerged as a topic of discussion and I understand that Intuit has posited that 40% of US workers will be independent contractors by 2020.  That is 3 years away! What is a gig employee?  Uber, Lyft, and Airbnb all utilize gig employees as the delivery mechanism for their apps.   While they are all clear that they are just an App and don’t employ the gig employees, governments and employer bodies are analyzing the risks and reports are indicating that they are significant. As a contract worker, which is how Uber defines their drivers, there is not an employer/employee contract in place.    While Uber, and other similar companies, create the mechanism for people to deliver a service, they consider themselves brokers, for want of a better word, and not employers. The UK is looking into the situation and considering legal structures .  The concerns are particularly when people have a single source of income, although they are not formally employed.  This leaves them in a …