At any given moment, you should be able to name at least five employees that are planning on quitting. This is because most people will leave their current job every three years, and many workers do so within their first year. The statistics may seem bleak, but there is hope: people who feel valued and involved in the company are far less likely to quit their jobs.
1. Ask your employees if they are happy.
Employees will often tell you what’s wrong with their job before they quit, so listening when they speak up about problems is essential. Employees should trust that you’ll take action when issues arise, but many managers don’t follow through when a case is brought to their attention. Only 30% of employees believe that managers care about them, so if your team members aren’t happy with the company, they have no reason to stay around.
2. Ask employees what you can do for them.
Creating an environment where people are valued is very important, but remember that it’s equally important for employees to know what they can do to better the company. If employees have ideas, find out if they have the resources available to bring those ideas to fruition.
3. Create a career path for your employees.
As much as people hate their jobs now, there will be times when they’re unhappy with where they are in their careers as well. Career paths should be developed to benefit the employee and help move the company forward. Having a plan for your employees will help them focus on moving up if they’re looking for a new challenge and will give them something to strive towards.
4. Make sure that you have a good relationship with your employees.
People will quit managers, not companies. If you’re not holding up your end of the bargain, it can be challenging to convince an employee to stay on board. At the same time, if you want to create a positive working environment, one-on-one meetings are critical.
5. Be open with your employees.
If you don’t keep good tabs on your employees, that’s a part of the job they will have to step in and take care of. If their tasks are not being communicated well, they won’t know where they stand or what they should be working towards. As much as you can, make sure that your employees know what is expected and the results they should be looking for.