Why are people leaving your business?

We talk a lot about companies who use their culture to attract the best people. But what about the other side of the coin? There are plenty of businesses that still experience high staff turnover and struggle to retain people for longer than a few months. So what’s all that about?

There are usually a couple of things going on here. First, it’s likely that your recruitment process isn’t as efficient or focused as it could be. So you’re recruiting the wrong people in the first place. As soon as people realise they’re not a good fit for the role or the company, they’ll start looking elsewhere.

Second, it could be that your company culture – or lack of it – is getting in the way. Today’s employees are in the job for more than just the paycheck. They are looking for development opportunities, ethical business practices, good employer feedback and reviews, and a positive working environment. If you don’t treat your employees well, there are plenty of other businesses who will.

How to turn things around

Here are a couple of easy ways to start turning things to your favour:

  • Conduct some exit interviews – the more you know about why people are choosing to move on, the better prepared you are to make changes. Encourage honesty and plain speaking so that you get a true idea of the issues. You’ll be able to see exactly what is happening in your business that is preventing people from staying longer.
  • Take a ‘temperature check’ – regularly canvassing your employees to find out what they think is a great way of keeping your finger on the pulse. This can be through a targeted engagement survey, which not only helps you to see how people are feeling; it also gives you an excellent benchmark against which you can measure progress.
  • Commit to positive change – once you’ve started to identify the problems, you can start to make some changes. This might be to do with the way your business is structured in terms of line management and reporting. Or it may be that your current working policies are inflexible, meaning that employees who are working parents or carers struggle to fulfil all their responsibilities. Or it could be the attitude of a particular manager. Making positive changes will help to improve your working environment and encourage staff to stay longer.
  • Revisit your recruitment process – it’s also worth taking a look at the way you recruit. This covers everything from your job descriptions and salary bands to the way you conduct your interviews. Simple changes to this process will mean you have a better chance of hiring the right person first time round, reducing your costs and improving the candidate’s fit with your business.

To find out more, or to get independent help with running exit interviews and managing recruitment, why not get in touch with us today?

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