We spend so much of our time looking to recruit the right person and just as they seem to be doing well, BANG, they are off. All that work interviewing, coaching, mentoring, developing and then they go.
We thought they were happy, they seemed so settled. There have been a number of surveys as to why people leave and yet so many of us ignore the signs and reasons for it. We end up fighting to try and keep someone when it is too late.
There are many things that we can do to avoid this rather than try and keep someone when it is too late, For example I have regular “coffee clubs” , holding discussions and feedback with a varying selection of team-mates. This gives some truly accurate real life situations which I can then act on. An example was when there was negative feedback about the approach of a particular Sales Manager from a number of sources. We then fed back to the manager, coached and fixed the problem, which by the way the manager was not even aware of. Effectively we may have saved 3 or 4 good employees from leaving.
A survey from Accenture highlighted the following as the main reasons, and the great thing is that all of them are avoidable.
- They don’t like their boss (31%)
- A lack of empowerment (31%)
- Internal politics (35%)
- Lack of recognition (43%)
Our leaders have a responsibility to themselves, their teams and the business to retain the best talent and reduce unnecessary attrition. Being aware of the potential problems and having a set of tools to fix these will go a long way to do this.
Good luck and have a great September!