As an employer, the findings of a recent study by the folks at Gallup should make you sit up and take notice, because what they discovered is that “People don’t leave jobs, they leave bosses.”
If that’s at all unclear, hear it again: Bad bosses are the #1 reason employees leave employers.
Of course, poor rapport with a superior may be only a contributing factor to employees moving elsewhere. Employees make decisions about loyalty based on verifiable values, or lack thereof, including:
- Meaningful, challenging work
- Good relationships with co-workers
- Opportunity to use skills and abilities
- Autonomy and independence
- Overall corporate culture
- Recognition of employee performance
The first and best safeguard against losing employees is communicating with them directly about their workplace satisfactions and frustrations. After all, you can’t keep them from leaving if you don’t have an idea about how they view their on-the-job experience. Once you get into the habit of keeping close to your employees, you’ll be much more able to create and sustain a working environment that will retain them.
Do you care about keeping your valuable employees? Want advice and support about how to do just that? Click here for help!
Just because your employee turnover is low doesn’t mean you shouldn’t worry about your employees. The fact that they didn’t leave you doesn’t mean that they are actually with you. 70% of U.S. workers are disengaged according the State of the American Workplace Report. This tells us that we are not attending to our employees’ human needs. What is sad is that more than one-third of American workers experience chronic work stress, and only 36% say their organization provides sufficient resources to help them manage it. (OnEdge)
If we want to keep our employees both physically and emotionally, we need to take action to attend to their human needs. Here are some ways we can do this:
- Hire enough people. Stop overloading employees with more and more work.
- Pay them well. If you need them to work more, pay them more or fulfill some other need. They may appreciate having a more flexible schedule or more paid time off. Just ask them.
- Invest in an employee well-being program. Make sure they are getting proper exercise, sufficient rest, and the emotional support they need.
These are some examples of what we can do to meet our employees’ human needs—physical, mental, and emotional. Remember, this is the key to effective Talent Management and creating Talent Sustainability in your organization—Because we are simply human beings.™
When employees are overworked, they are disengaged. And when disengaged workers stay in their jobs despite of how they feel, they are with you physically but are long gone emotionally.
To learn what you can do to bring disengaged employees back, Click here!