31 Jan
Staff turnover is inevitable and increasing so there are two approaches that employers can take. The first is to reduce it and the second is to get early warning and be prepared for it. In this blog, I’ll focus on the latter as just about everything has been written on the first. The main objective is to understand why staff could leave even if they’re (allegedly) happy.
Essentially staff will leave if they have been at the same place for too long, have friends tell them how much better their job is, they get bored, they feel unloved, or they have personal issues not related to work.
As an employer, you need to get “inside their heads” to get the early warning signals and get ready for their exit.
Here are the 5 tips to know to identify potential staff turnover:
- Tune into water cooler talk. Be in touch with the office chat and have a trusted source informing you of the latest information. Don’t ignore rumours especially regular ones.
- Follow your staff on Twitter and Facebook. Do regular checks and even join their chats where possible. People divulge information on Social Media about their work situation.
- Have an interest in their personal lives. Ask about their pressures and their family. Most work counselling deals with personal relationship problems.
- Know who their friends are, what they do, and who they work for. Keep track of any new associates who come onto the scene unexpectedly.
- Go with your gut instinct. If you believe something’s going on, there probably is. Be smarter than your employees and use every advantage to be one step ahead instead of one step behind.
