Experience has shown that often employers are relieved when some employees resign. What does this say about their ability to choose the right people?
I have made it my mission to continuously learn about people, their behavior and how they can be influenced to drive my clients’ vision. The challenge however, is once you have found the best possible match to your needs, WHAT ARE YOU DOING TO RETAIN THIS EMPLOYEE FOR AS LONG AS POSSIBLE.
Jimmy L. Smith said in his article in the Peoria Magazines that “Good people don’t leave good organizations—they leave poor managers!”
Herewith a summary of Jimmy’s top 12 reasons for employee turnover:
- Rude behavior
- Work-life imbalance
- The job did not meet expectations
- Employee misalignment
- Feeling undervalued
- Feedback and coaching is lacking
- Lack of decision making ability
- People skills are inadequate
- Organizational instability
- Raises and promotion frozen
- Reduced faith and confidence in business
- No Growth opportunities
To read the whole article, please click on link http://www.peoriamagazines.com/ibi/2009/dec/12-reasons-employees-leave-organizations
HIGH TURNOVER OF EMPLOYEES CAN BE VERY EXPENSIVE.
According to the Society for Human Resources Management, “employee replacement costs can reach as high as 50 to 60 percent of an employee’s annual salary.” – Sherrie Scott
IS THIS NOT ENOUGH REASON TO FIND WAYS TO RETAIN YOUR GOOD EMPLOYEES FOR LONGER?
Contact us for a free, obligation free consultation.
By Christa Fourie (Founder of Keesta HR Solutions)