Tip: Keeping Employees
Employee attrition: What They Say vs. What they Mean
They tell you they are resigning because of “Better Opportunity”, “Industry Change”, “Better Working Conditions” or “Lack of Development”.
Why are they really leaving?
Business Training Experts cite Top Five reasons for employee departures:
- Employee/manager relationship: They dislike or don’t respect the “boss”
- Inability to use core skills
- Not able to impact the organization’s goals, mission
- Frequent reorganizations; lack of control over career
- Inability to “grow and develop”
As we posted recently, Zig Ziglar said, “What’s worse than training your workers and losing them? Not training them and keeping them.”
Lack of engagement is one of the number one things that lead to an employee becoming disenchanted and ultimately resigning. In an article posted on HRZone.com, 8 tips are given for engaging employees.
- Start by giving your senior management team training in leadership skills so they are effective in creating and maintaining rapport between themselves and their staff. Training topics should include goal setting, emotional intelligence, managing conflict and giving constructive feedback.
- Create an atmosphere of trust and goodwill between you and your staff, as well as among the staff.
- Next, clearly define the required and relevant critical skills and knowledge needed for each role. Make sure all training is tailored to the specific needs of both the organization and the individual employees
- Ensure that training goals are aligned with company business objectives. But don’t stop there. Training in areas such as communication skills, cross-cultural awareness and languages can also be invaluable, particularly in global organizations with a multi-cultural workforce
- Vary delivery methods to include both traditional training room learning as well as on-the-job training. Keep up-to-date with new learning technologies, particularly when developing training initiatives for your ‘Generation Y’ employees. Training methodology is changing rapidly and already eLearning is making way for mLearning; i.e. using mobile devices to deliver certain types of training.
- Evaluate training both soon after the sessions as well as several weeks later to assess the real impact of the training.
- Motivate staff by demonstrating that training is a talent development rather than remedial initiative. Do not expect them to complete their usual workload on top of a whole day or two’s training. In fact, having the training away from the office can help with team building while making the experience more positive. Training should be something your employees look forward to rather than something they dread.
- Offer additional incentives such as certification, bonus or even a gift for those who successfully complete the training. Recognition can be a powerful incentive in making staff feel appreciated. Trained and qualified staff expect a higher salary but should also recognise that you are increasing their value by investing in them. The organization and the individuals both clearly share the benefit of the training.
Imagine if professional development & fun could be in the same sentence. They can. We use improv skills to provide engaging and enjoyable training programs resulting in loyal, productive and motivated employees/management. We’d love to support you in engaging & training and keeping your valued team members!