Four ways to stop your employees leaving

There are a number of reasons people choose to leave their current employment and move on, but some are more common than others and are avoidable!

Our own Engagement Team at ResourceBank speak to thousands of people each year conducting exit interviews for our clients, and our research shows the top four reasons people leave their jobs are –

1. Lack of career prospects / progression

2. Pay and benefits

3. Issues with Management

4. Working hours

So now we know that, here’s the important bit…. How can we retain the talent within our businesses and keep attrition rates low?

Lack of progression

Some members of staff may feel there is no way of progressing in their role, especially in smaller companies where there are less opportunities.  If this is the case within your business, you can always try diversifying the employee’s current position. Be open and honest about the situation and work together to create a career pathway. Expose them to parts of the business they haven’t previously worked in, and offer training where needed to show you are invested in them and they are a valued employee.

Pay and Benefits

Money is one of the most important and contentious issues when it comes to employee happiness. After all, it’s the reason we go to work! It can often be worth reminding employees of the benefits they get besides their monthly wage and the true value of their employment package. Perks such as company cars, health insurance, discounts with retailers and gyms all add up to make the overall employee package look more attractive.

Issues with Management

It can be difficult when an employee has an issue with their direct line manager. Resentment and anger can often fester long before an employee reaches out to HR, and the employee may also be nervous about speaking out against them for fear of reprisals. Regular and anonymous feedback surveys are great for identifying issues early on and rectifying the issue before a staff member becomes unhappy enough to leave.

Working Hours

The demand for flexible working is higher than ever following the huge changes to the traditional working model brought on by the pandemic. Offering flexibility with working hours, alongside the option to work from home if possible, can make all the difference to your employees work/life balance. This in turn has a knock-on effect on their overall happiness and well-being of your staff.

The six stages of engagement in the employee lifecycle

New starter
Onboarding
Engagement
Stay
Well-being
Exit

All of these issues can be identified at any of the touchpoints in the employee lifecycle with the help of regular employee attitude surveys. To effectively capture employee views and experiences across your organisation you need enabling technology, a consistent processspeed of deliveryreal time data and meaningful MI and that’s where we can help you!

Discuss your engagement

Get in touch to find out more about the different ways ResourceBank can help your organisation. Speak to Charlotte Todd-Smith on 01952 281900 or click the button below to book a time that suits you
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