Why your best employees leave - and what to do about it

@PeopleSparkHQ

… and what to do

about it

Why your bestemployees leaveWhy your best

employees leave

Gallup recently surveyed 7,200 adults who had left a job at some

point

… and 54% of them leftfor the same reason

It wasn’t their pay

It wasn’t their payIt wasn’t boredom

It wasn’t their payIt wasn’t boredom

It wasn’t a better job offer

It wasn’t their payIt wasn’t boredom

It wasn’t a better job offer

It was their

manager

So what can you do to prevent your best people from leaving?

We’re glad you asked...

“The survey found that workers feel like they’re given little guidance for

understanding what’s expected of them.”

Lauren Weber, Wall Street Journal

Employees with managers that helped set their work priorities

were much happier and less likely to leave

Here are 6 tips to help your employees set their work

priorities:

[1] Give them S.M.A.R.T. goals S.M.A.R.T. goals are Specific, Measurable, Achievable, Relevant

and Time-Bound. Let them know what you need done and by when.

[2] Tell them why

Charlie Munger is Warren Buffett’s right hand man. His driving principle is that everyone must understand why a goal is

important before committing to it. He will even go as far as firing managers who delegate goals without first explaining the why.

Charlie Munger

Warren Buffett

Don’t wait until the end of the month or quarter to do a formal check-in or one-on-one. Every few days, send a short email

asking how they’re progressing and if there’s anything you can do to help.

[3] Check-in every few days

Explain how their goals map to your goals, which map to the overall company goals and objectives. Seeing the bigger picture

will give their work meaning and significance.

[4] Show them the bigger picture

No manager works alone and no department should be a silo. Share the goals of your direct reports amongst each other and encourage them to collaborate and assist each other regularly.

[5] Share goals amongst the team

Stretch goals are important, but they should be seen as “in addition to” goals, not “must complete” goals. Reward big stretch goals with an appropriate bonus, like a paid holiday or gift cards

as appropriate.

[6] Stretch, but not too much

1. Give them S.M.A.R.T. goals2. Tell them why3. Check-in every few days4. Show them the bigger picture5. Share goals amongst the team6. Stretch, but not too much

Here they are again:

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Before we continue...

Regular communication was also key to driving high engagement and reducing voluntary attrition

“Gallup found that workers whose managers hold regular meetings are three times more likely to be engaged... Workers said they want to be in

contact with bosses on a daily basis, and not just about sales targets or an upcoming presentation: they want their manager to take an interest in

their personal lives, too.”

Lauren Weber, Wall Street Journal

“Clarity of expectations is perhaps the most basic of employee needs and is vital

to performance”

Gallup StudySource: http://blogs.wsj.com/atwork/2015/04/02/what-do-workers-want-from-the-boss/

Are you in frequent communication with your team

and do you give them guidance on what’s expected of them?

Question:

Surveys

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Insight

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Retain your best peopleListen to your employees and reduce voluntary attrition with

PeopleSpark - the employee feedback platform.

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