WHY DO YOU HAVE A RETENTION PROBLEM?
Is your turnover too high? Many businesses do not understand and some don't even care. That is sad because high turnover is a sign of disorganization and the business can't be doing well if that is the case. Please don't assume that it is all about money. There is much more going on than just money.
You cannot treat employees or members of your team as commodities assuming that they will come to work just because they are getting paid or that there is a placeholder for their license. Some vendors of perks may even tell you that if you offer special perks then your retention will be better. You would need a very large amount of those perks to try to buy loyalty. And what would you gain in loyalty or performance? You might even entice poor performers to stay when you would be better off with retaining only the high performing employees.
This is a fact. People do not leave positions, they leave supervisors. Many supervisors believe that if only the pay and fringe benefits were better their best people would stay. My 35 years experience is that this is not the case. However, people who are truly engaged with their organization and their team have a sense of belonging. They will not leave for a slightly better offer.
On the other hand, people who are disengaged with their workplace and with the work they do can drag down team performance. People who are disengaged show up for work, but they leave their hearts and minds somewhere else.
The book "First Break All the Rules: What the World's Greatest Managers Do Differently" by Marcus Buckingham & Curt Coffman used data collected over 25 years with a million employees to identify the basic roles of a great leader/manager. They identified 12 questions which have been used by the Gallup organization. The potential effect of great leadership was summarized in the 12 questions employees ask. How do you feel about these questions?
1. Do I know what is expected of me at work?
2. Do I have the materials and equipment I need to do my work right?
3. At work, do I have the opportunity to do what I do best every day?
4. In the last seven days, have I received recognition or praise for doing good work?
5. Does my supervisor or someone at work seem to care about me as a person?
6. Is there someone at work who encourages my development?
7. At work, do my opinions seem to count?
8. Does the mission/purpose of my company make me feel my job is important?
9. Are my co-workers committed to doing quality work?
10. Do I have a best friend at work?
11. In the last six months, has someone at work talked to me about my progress?
12. This last year, have I had the opportunity at work to learn and grow?
If you are getting positive answers to these questions you have an engaged team and, most likely, good retention. There is a positive correlation between engaged employees and loyal customers. As we all know loyal customers create successful businesses. In the end, the culture of the organization drives its success. Please see a similiar post on our web site titled WHY DO YOU HAVE AN EMPLOYEE RETENTION PROBLEM?
Would you like to change the culture in your organization?
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Grant Schneider - Leadership and Business Coach Creating Successful Business Outcomes
President Performance Development Strategies
- Business Performance and Strategic Business Plans
- Organizational Effectiveness
- Time Effectiveness and Organization
914-953-4458, Armonk NY 10504 grant@pdstrategies.com
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