Retention has been and continues to be a big issue for employers in today’s marketplace. That’s because we’re currently in a candidates’ market. That means all candidates have more employment opportunities and options, and the best candidates have the most options and the best options.
Despite the fact that companies and organizations are experiencing more difficulty retaining their best employees, the issue of retention itself is not that difficult. In other words, it’s actually relatively easy to figure out what the problem is in terms of keeping employees.
Below are the three reasons why an employee would leave your company:
#1—There is something about your company they do not like.
In actuality, it’s even a little more serious than that. There’s something about your company they do not like, and that something has convinced them to leave. Keep in mind that people work for companies all the time despite the fact that there’s something about their employer they do not like.
If people left their employer every single time there was something about their employer they didn’t like, then people would be quitting their jobs nearly non-stop. Since that’s the case, if there’s something about your company that an employee does not like and it’s convinced them to leave, then it must be pretty bad. (It’s bad enough for you to lose an employee, after all.)
#2—They have found an opportunity that is clearly better than their current job.
This opportunity has convinced them to leave your company, even though nothing your organization has done has convinced them to leave. Heck, they may even like everything about the company. However, this other opportunity is so clearly better than their current job that they feel compelled to make a move.
It doesn’t matter if the employee went looking for another employment opportunity on their own or if another employer sought them out instead. (Or if another employer sent a recruiter to seek them out.) Regardless of how they found the job, if the opportunity is clearly better than what they have, there’s a good chance that they’re going to “jump ship.”
#3—They’re leaving for reason #1 AND reason #2.
The first reason: the person is leaving because there’s something about your organization they do not like and that has convinced them to leave. The second reason: they’ve found an employment opportunity that is clearly better (at least in their mind) than their current job.
So in this case, it’s not an either/or situation, but it’s a both situation. In this kind of scenario, you have next to no chance of retaining the employee. That’s because they have not one, but two very compelling reason to take their talents elsewhere.
As you can see, figuring out why employees leave is not the problem. The problem is not being able to do anything to stop them from leaving, even though you know WHY they are leaving.
And hiring top talent is only one half of effective workforce management. The other half is retaining those employees after you hire them.
If you’re looking to hire, we invite you to connect with our team today and see what The Doepker Group can do for your organization.
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