A few months ago, through the HR Shield blog, we addressed the top reasons Why Good Employees Leave, and just recently, we came across an article in the Post and Courier by Diane Stafford, further supporting the pull factors, but also emphasizing the push factors, which play a much bigger role in employee turnover.
It’s not a hard kept secret that employers need to worry about why their best employees are leaving. After all, how do you prevent future employees from leaving if you don’t know what’s upsetting them? While money remains one of the top determining factors in selecting a new job, it’s the push factors that outnumber the pull factors by 2-1, according to business consultant Leigh Branham.
Two-thirds of the time there’s a turning point, one final straw that pushes people right out the door. As an employer, you may wrongfully assume that direct internal conflict or poor management may be the source of the push, but surveys show that the pushes aren’t always personal- sometimes behaviors alone, even indirect, serve as the pushes. For example, some workers decide to leave their company because others simply aren’t working as hard as they are, or they believe there is a lack of ethics within the organization.
As a business owner, executive, or manager, you have to be aware of your actions at all times and how they effect your organization. Turnover costs organizations a lot of money, and while best practices include conducting an Exit Interview upon departure, it’s typically too late to save them. The Exit Interview will let you know why the employee has left, if they choose to be honest. This information can prevent others from leaving. But, there’s always an opportunity to start turning things around today—before you encounter an employee’s costly departure.
HR Shield gives you full time access to an employee performance management system that really works, including employee handbook templates, employee reviews and all the HR advice you need. Through HR Shield’s services, we have found that employees tend to be more honest regarding their workplace opinions (positive or negative), simply because we are a neutral party and not the employee’s immediate boss. A handful of HR management best practices can go a long way in bettering your working environment. HR Shield helps recognize and resolve any employee unhappiness before it is too late.
For questions or concerns about current employee situations, contact HR Shield.
