Retention Vulnerability

When a country’s defense systems are weak, unprepared, or ill-informed, it becomes vulnerable to attack from its enemies. When a person is unaware of their surroundings, they are vulnerable to pickpockets. When immune systems are comprised, people are vulnerable to sickness.

The same is true for our businesses. When we don’t pay attention to why employees leave or stay, we create retention vulnerability. Here are some common reasons why employees leave or stay. Do you know how you measure up?

  1. Career Satisfaction: Do you know what your employees aspire to in their career path?  Do you support and encourage growth toward their goals? Do they find joy and purpose in their current role?
  2. Clarity: Are your employees crystal clear about their job description, duties, and responsibilities? Are they committed and “all in” for their job?
  3. Right fit: Do you (and they) feel they are the right person for the job, or do either of you feel you are trying to fit a round peg into a square hole in terms of skills, strengths, and personality?
  4. Communication and Respect: Do your employees feel good about the lines of communication up and down the leadership ladder? Do you both feel that respect exists even when you disagree or when either of you are feeling frustrated?

Some of you may have a system in place for exit interviews with employees who are leaving (if you don’t, you should). You should also consider a system for “stay” interviews. What will it take for your employees to see themselves still working here one, two, or ten years in the future?  If these conversations unearth some red flags in the areas above, great! Awareness is the first step to closing the gap, reducing your retention vulnerability, and increasing the “stay” factor in your business.

“An employee’s job is to give his or her best work every day. A manager’s job is to give the employee a good reason to come back to work tomorrow.”

~ Liz Ryan

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