Why employees bail out. what you need to know now!
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Why employees bail out. what you need to know now!

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Almost a quarter of your employees will quit this year. You can greatly curtail employee turnover by understanding a few things now. If you want to improve retention and protect your most valuable ...

Almost a quarter of your employees will quit this year. You can greatly curtail employee turnover by understanding a few things now. If you want to improve retention and protect your most valuable asset, your workforce, here are some things you should take stock of immediately.

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    Why employees bail out. what you need to know now! Why employees bail out. what you need to know now! Document Transcript

    • Why employees bail out. What you need to know now!When a valued employee jumps your ship it can have disruptiveconsequences for your organizations direction and the moral of yourworkforce. Depending on the role of the employee, the difficulty ofreplacing them and the costs of retraining can be large.Often the question from the top is: Why are my employees leaving?Much has been written about this topic. Many employers still hold tothe illusion that with unemployment figures so high, employees willstay on no matter what. If you have your finger on the pulse you know,employee turnover can be costly, time consuming and almost brutal.Almost a quarter of your employees will quit this year. You can greatly curtail employee turnover by understanding afew things now. If you want to improve retention and protect your most valuable asset, your workforce, here aresome things you should take stock of immediately.Look at yourself in the mirror.After the interviewing process, the smiles, the hiring and the handshakes, you next need to understand what keepspeople loyal and on-board.It starts with you. It is amazing how quickly an employee can spot managerial weaknesses and strengths. We allhave, to a large degree, an intuitive sense of what feels strong and weak in another person. Separate from theobvious personal destructive behaviors that can undermine your credibility, a "know it all" attitude will quickly revealyour weakness.Being always "too busy" or over-scheduled doesnt impress anyone really. Your inability to take time to listen toothers is simply a turn off. You are your organizations tone setter and you are shooting yourself and company in thefoot if you insist on playing Napoleon. Irrespective of the unemployment figures, your employees will drop outemotionally and then leave the job. Share This Taico® :: 67 Patterson Village Ct., Bldg F :: Patterson, NY 12563 :: 845-228-GIFT (4438) :: fax: 845-228-5136 :: info@taico.com © 2012 Taico® Incentive Services Inc.
    • A strong leader knows how to consult with others, ask questions, recognize others and make the necessarydecisions. Maybe you want to sit down with your sales people and ask them what they need. Product knowledge cando wonders to improve sales. Do you have a suggestion box and reward those whos ideas you implement?Do you know what it means to create and maintain a culture of safety, recognition and reward? Do you point outcompetence, effort and success in others and celebrate it? Some of the most successful leaders I know have the self-confidence and ability to sit down as a peer and be just another voice around the table, even with those who reportto them. Lets face it, word gets around. There are managers employees will keep in touch with even after they leavea position. There are managers good candidates will keep track of so they can avoid them in future.You have the power to make your people feel comfortable around you and good about themselves. Do you sincerelyand deeply feel good about yourself? If not you need to get busy.In their book, Break All The Rules, Marcus Buckingham and Curt Coffman discuss the unspoken questions that lurk inthe employees mind. Does my supervisor seem to care about me as a person? At work, do my opinions seem tocount? In the last six months, has someone at work talked with me about my progress? Are there opportunities forgrowth?A great leader knows they are the catalyst in improving overall engagement and performance. One way that will helpis to know the differences in what engages and motivates your multi generational audience.Knowledge of what will retain your skilled employees and senior management is vital because they are also beingeyed by your competition. “As aggressive competition becomes increasingly adept at replicating products, services,operating models and marketing strategies and worldwide demand for certain skills sets rises, senior and operationalleaders are realizing that talent is the last remaining source of competitive advantage. So, it is no surprise thatthere’s a global war being waged for talent,” said Michael Haid, senior vice-president of talent management at RightManagement. Share This Taico® :: 67 Patterson Village Ct., Bldg F :: Patterson, NY 12563 :: 845-228-GIFT (4438) :: fax: 845-228-5136 :: info@taico.com © 2012 Taico® Incentive Services Inc.
    • Some simple, basic, old ideas that always work like new.1. Show your people appreciation. When an individual perceives they are being taken for granted or un-complimented or un-engaged, they leave. There are numerous low or no cost ways to show your workforceappreciation.2. If possible provide the opportunity of promotion. Where is no possibility for advancement, employees leave.3. Although poor pay will force turnover in many cases you can supplement your work environment with a welldesigned and balanced recognition and rewards program. Compensate fairly and you will get what you pay for. Statsshow people crave recognition over money in many cases.4. Provide a safe working environment by building a culture of safety and making it a priority.5. Engage your workforce by having programs that engage and motivate. When individuals feel engaged andrecognized the work environment is "posi-tized". Some employees will leave if they find themselves constantlysurrounded by pessimistic co-workers. You may not be able to change someones negative outlook overnight but youcan reduce the tendency for other to bring down the attitudes of the rest of your team.6. Make it a point to show all honor and respect in word and actions.7. Improve the top down, bottom up communication in your organization.When it comes to employee performance, loyalty and retention. A major landmark study concludes thatimplementing an incentive program will retain, engage and "increase work performance by an average of 22%."According to SITE Foundation president Michael Hadlow, This definitive study shows that tangible incentivesdramatically increase work performance. No CEO in the world can afford to ignore this compelling finding.Incentive programs may be the single most important performance-improvement tool available to executivestoday."A number of key findings will be especially useful for employers in these times of uncertainty, Hadlowcontinued, "not the least of which is that team-based incentives are the most effective, and incentives help createpositive emotion in the workplace, which greatly influences commitment to a work task. Share This Taico® :: 67 Patterson Village Ct., Bldg F :: Patterson, NY 12563 :: 845-228-GIFT (4438) :: fax: 845-228-5136 :: info@taico.com © 2012 Taico® Incentive Services Inc.