6 Ways to Protect Your Most Valuable Resource

Forbes and About.com both identified an array of reasons, employees seek new opportunities. In fact, according to the Bureau of Labor Statistics, over 2.7 million people quit their jobs in April of 2015, http://www.bls.gov/news.release/jolts.htm. With statistics like this, it might be time for employers to re-evaluate the adage, “In this economy, at least you have a job.” Here are 6 areas, to monitor if you want to keep your A-Team intact.

office staff

1) Employees are unchallenged or over-worked

Companies have found themselves having to ask fewer employees to do more work to stay afloat. Now in the light of the recovery, have you neglected to examine individual workloads of those who pulled you through the rougher times? On the other hand, are all of your employees engaged with their work or in a routine of completing the same unchallenging tasks?

 

2) Opportunities for Growth

Employees want to grow and develop their skills, not arbitrarily acquire new titles and desks. If there’s no observable path of career growth, they will begin to look elsewhere.

 

3) Autonomy

Not many would be surprised to hear that employees want autonomy. Cultivate a culture of accountability, then employees will take more ownership within the structure. This provides the autonomous environment employees are seeking.

 

4) Imbalanced Management

Micromanaging and absentee management are both employee repellents. Many people in management positions met their success through being exceptional at their work. Once in a management role, they become micro managers aiming to ensure others do their old jobs as well as they had done. The flip side of the management coin is the one who spends their days at meetings and on calls, never available for face-to-face interaction leaving employees seeking the warmth of other suns.

 

5) Meetups

No meetings – how do you ensure everyone is on the same page? When you have meetings, is there an agenda? Is there a respect for time? Does the meeting adjourn with action steps or does everyone leave in a circle of confusion?

 

6) What’s the big idea?

Clock in, make coffee, push paper, clock out, and repeat. Employees want to know the relevance, contribution and meaning of their work. Focusing on productivity and deliverables gets you through the given project. Knowing the company objectives and even where the company stands financially gives employees a long-term view of their job and their contribution to the whole.

 

As staffing professionals, Gainor stands at the forefront of the employer/employee relationship. Contact our Presidents at the following link to further discuss how to keep your star employees and expand your team. https://www.gainor.net/clients/

 

 

For more insights:

http://humanresources.about.com/od/resigning-from-your-job/a/top-10-reasons-employees-quit-their-job.htm

http://www.forbes.com/sites/ericjackson/2014/05/11/the-top-8-reasons-your-best-people-are-about-to-quit-and-how-you-can-keep-them/