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.
www.accsys.co.za
https://www.thebalance.com/top-reasons-why-employees-quit-their-job-1918985
http://www.accsys.co.za/accsys-peopleplace-talent-management
email: tschroenn@accsys.co.za
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

3 things to do BEFORE you resign

or sign a new contract…
1.Confirm your notice period ·A lot of companies allow 30 days from date of resignation, but many ask for a calendar month
2.Check your restraints ·If you are joining a competitor ·If you are joining a client
3.Find out when your last payment will be transferred ·Companies have been burned by paying over on the 25th, and people not returning, so they may delay payment transfer until the last official working day, or even the first day of the following month.  You may need to make special arrangements regarding debit orders ….
Both your current company and your new one deserve to be fairly treated.   Knowledge of the policies makes this possible.
Even if the policies don’t make sense to you, you agreed to them when you signed your contract.
HR managers will tell you how many great working relationships are damaged because people don’t follow policy when resigning. It’s worth taking the time for many good reasons.  Building a solid career can depend just as much on how you …

Favourite Words

Shambolic – it simply sounds better to me than chaotic.. Do lots of people have favourite words or just a few of us nerds? As everybody is starting to think holidays (or maybe you prefer to vacation), it seemed a good time for a different type of blog. Have you noticed how many words with pleasant associations sound more attractive than those that describe the negative. Watching a TV quiz show the other night made me wonder. The contestant hated bulbous and gusset! There have always been some words that appeal to me, triskaidekaphobia being one. I now know that I had the meaning wrong! I thought it meant fear of Friday the 13th, but it is simply a fear of the number 13, so how does paraskevidekatriaphobia grab you? That is the real word for fear of Friday the 13th. Love it! Now I prefer rural to bucolic, but Robert Beard (see below) selected the latter as one of his favourites. Effervescent is a gorgeous word, so descriptive and onomatopoeic while ethereal makes me think of gossamer and fairie…

Resignation - keep building relationships

Resignation – avoid burning those bridges It has been a great pleasure working with a colleague like you. Now, you are off to your next big challenge! Good luck and farewell!
Isn’t that what we all want to hear when we leave?  We were appreciated and we will be missed.
The need for all parties to maintain professional conduct in the event of resignation is critical, particularly now when we are working within an unsettled socio-economic climate. Employees should avoid damaging relationships, and employers need to adopt a neutral approach and ensure that there are policies and processes that enable the separation to be objectively handled.  For example: ·A formal resignation letter is required·A formal acceptance of resignation is issued confirming any special conditions·An exit interview takes place·Handovers are planned and executed
Our HR team advise those who resign their position to adhere to a few golden rules. Failure to do so could harm whatever bonds have been formed at the workpla…