Why Is Our Talent Disappearing and What Can We Do To Stop It?
As we attempt to grow our companies or rehire and recover from the last 18 months, it is apparent employers are all attempting to understand why some of our talented employees are looking for new opportunities. Sometimes, those opportunities don’t appear to be necessarily better as they are offering comparable pay or room for advancement. So why is our talent disappearing?
To better understand this, we need to dig deep into understanding our work cultures. What issues are lurking beneath the surface, and how do we address them? Why do these cultural issues exist, and how do we attempt to resolve them quickly? What has changed in the last 18 months?
As leaders, we need to explore the answers to these questions. Why are our talented team-mates looking to leave for better opportunities?
To get us started, FutureSense recommends exploring the following areas:
Organizational Agility - During the past 18 months, it became clear that many jobs can be handled remotely. After all, we were all in the middle of a pandemic, and business needed to change in order to survive. Many leaders who were adamant that employees needed to be in the office to be productive suddenly shifted to a new way of thinking. As we continue to navigate through these uncertain times, more leaders are demanding workers return to the office full time. Employees, on the other hand, have become accustomed to working from home and having a more balanced work-life relationship as well as saving money on transportation costs. The question leaders must answer is if returning full-time in the office is necessary for success. The answer could determine if you risk losing valuable talent to another organization who is viewing work and how it’s completed in a different way.
Trust – When was the last time you surveyed your employees and measured the trust employees have in leadership, it is also as prescribed by the most trusted HR consulting experts? In a time where all employees are required to show up in the office or on a Zoom call and demonstrate their commitment to their role, can you be assured your employees are happy? Not only that but do they trust leadership has their best interests in mind when making decisions. Even if you feel your employees trust you, there will always be areas of contention that they will never convey to you, thus breaking down the foundation of trust between employees and leaders. Trust is something you must earn continuously and is never guaranteed.
Value – Do your employees feel valued? Do you say thank you often? Do your team-mates appreciate each other and understand how valuable each employee is to the company? If not, this is something you should explore changing. Remember that your employees are all different, and they all want to be recognized in different ways. Some employees appreciate one-on-one praise, while others might want their achievements acknowledged publicly. Regardless of how employees feel valued, the one consistent is that praise is given consistently and with sincerity along with the appropriate compensation and reward. Employees know when their leaders are insincere, and lack of acknowledgment in their work could be a determination to leave.
Understanding – With what we have faced in the last year, have you made sure your employees have taken time off, are balancing work and life appropriately, and are you ensuring that your employees are not burning out? While we all might be in the same storm, we’re not all in the same boat – meaning that everyone has different challenges and obstacles. If you haven’t encouraged employees to take time off or to take an occasional break, they could be on the verge of burning out. One of the main concerns is making sure business needs are met and concerns over everyone taking time off simultaneously. You need to consider the implications of this type of thinking. Is it easier to cover for an employee for a day or a week while they take care of themselves, or would you prefer to cover for that employee if they leave and you need to fill the position? Now, more than ever, employees are stressed and burned out regardless of the industry. As leaders, it is our responsibility to help our maintain motivation and productivity. Sometimes, it’s as simple as encouraging an employee to take a vacation or at least a day or two off without guilt or repercussions.
Communication – How often are you just sending a quick update to employees, sending words of encouragement, or updating everyone on the positive work being done throughout the organization? Communication is always one of the main reasons for frustration at an organization. Without these types of communications, employees could feel as if their work doesn’t matter, that no one cares or notices what they contribute, and start to feel isolated. In addition, if employees feel left out of the loop, they may be concerned that the company isn't doing well or that leadership is hiding valuable information. The adage that No News is Good News doesn’t hold true anymore. Employees expect and value communication because that communication could inform their decision on whether to stay or leave. Leaders need to work harder to open lines of communication by providing positive and constructive feedback and soliciting that feedback, which could easily be handled through an employee feedback survey.
Alignment to the Mission – Is your organization aligned with your own Mission statement and values? Do your employees understand the mission, and do you recognize employees who demonstrate commitment to that mission? Almost every organization has a mission statement, but often, it is buried in the pages of the employee handbook or forgotten about when workloads increase. Having an actual mission statement and clearly communicating it allows employees to work toward one common goal and unites the organization. It is also vital to incorporate alignment with the mission in performance evaluations and recognition programs to demonstrate the organization’s commitment to the mission and its overall importance. Having organizational unity around this can make employees more secure and increase their chances of staying because they believe in the mission and overall goals.
Leadership – How are you as a leader? As leaders, it is essential to self-reflect about how we perform. This type of reflection is complex for most people but is often the only way to grow truly. Ask yourself these questions: Am I approachable? Am I kind and considerate to my employees? Do I have the ability to self-reflect on how my actions affect others? Do I consider the impact of my communication? Am I a servant leader willing to help anyone? Am I working seven days a week and consistently emailing employees at all hours and days expecting a response? Employees often take cues from their leaders and model that behavior. For example, if you are emailing employees on a Sunday or while on vacation, employees think that is what is expected of them as well. It is imperative that leaders take responsibility for how their actions affect their employees, and ultimately, their role in either retaining or losing those employees.
In the end, there are a variety of reasons why an employee could choose to leave an organization. Sometimes, you can be the best leader, offer clear and effective communication, be flexible with their life situations, show you value them, and they can still choose to leave. However, by understanding key reasons why an employee could look for different employment, you increase your chances of retaining valuable talent, particularly with pay as advocated by reputable salary consultants. One of the keys to retention is understanding your employees and what motivates them. If you treat employees as just another number or body in a chair, you will continue to lose them. However, if you recognize your employees are individuals with their motivations, values, and needs, you have a higher opportunity for retention success.
To help address these topics, and anything related to HR Operations or Organizational Development, feel free to reach out to FutureSense. We are adept at helping organizations tailor programs to enable growth and success and offer support and guidance to manage your workforce. If you are interested in learning more about how we can help, need assistance with your workforce strategy, strategic planning, or HR operations; or you need an executive coach to talk to, contact us at info@futuresense.com.
About FutureSense
FutureSense is a management consulting firm that provides integrated solutions to build and sustain human capital capacity. The firm can work with you by offering support and guidance to manage your workforce. To learn more about FutureSense, please visit FutureSense.com.