A 5 part series about what you can do to prepare for the inevitable.
One quick google search about “why people quit their jobs” generated 194,000,000 results. People leave their jobs for many reasons. This series is not about keeping people from leaving your company. It’s about the policies and strategies every company should have in place to weather the inevitable. People leave. Why they leave should never be a surprise to you with one exception: when it’s a surprise to them.
In this series, we will be discussing the most common reasons why people quit their jobs. Every single one of my clients has lost key employees for every single one of these reasons.
- The problematic manager
- Lack of career path/No mobility – upper or lateral
- Disengagement (the grass is greener…)
- The Bad Apple
- Money (or is it?)
According to the Bureau of Labor Statistics as of March 2019 there was 0.8 unemployed person for every job opening. In 2019, 68% of HR professionals report problems filling positions – up from 50% in 2013. Voluntary quits have increased.
Before you can prepare for the inevitable, it’s important to look at your current landscape relative to talent acquisition and engagement.
Hiring Process – does your hiring process really help you identify the best talent matches for your jobs? Your hiring process should make identifying the best match easier. In my experience organizations who have a hiring process and stick to it are more successful in filling their open roles with candidates whose talent best matches the role.
Job Descriptions – from my experience many organizations write exhaustive job descriptions that can only be mastered by a superhero. These 3-4 page documents are typically used in the recruiting process and then are rarely looked at again. Are your requirements realistic?
ATS – 90% of the Fortune 500 rely on an Applicant Tracking System that screens resumes based on keywords. If you’re not clear on the talent required to perform the job, an ATS won’t help you.
Employee Engagement – do you have an engagement strategy that makes people feel valued? I’m not talking about ping pong tables, free snacks or the state of the art espresso machine. Do you know if your staff is happy or not and why? If you don’t how will you know how to engage them?
Follow along as we discuss five common reasons people quit their jobs and what you can do to be prepared for each scenario. Join us next week when we’ll address The Problematic Manager.