Tag Archives: engaging employees

The Top 5 Reasons Employees Leave

In 1998, I moved from my native New York to Washington, DC searching for a fresh start. I needed to get away after some of the toughest months of my life: my parents were divorcing after 25 years of marriage, I had just broken up with my boyfriend, and my grandfather had just died of Alzheimer’s disease. I figured things could only get better. My best friend from college lived in DC, so I quit my job, loaded my Saturn SL with all my belongings, and moved 300 miles away to a new city with no job.

I was pretty new in the corporate world, so I was willing to start near the bottom and work my way up. I took a job at a small technology firm as an office manager. On my first day, the HR director told me they were going to sit me at the front desk temporarily until they hired a receptionist. She also told me that the CEO didn’t like the title “office manager,” so they would be changing my title to “administrative assistant.” Needless to say, the three months I spent with the company were not my happiest. I was disengaged, didn’t trust management, and didn’t feel appreciated.

Have you ever had an experience working in a job you didn’t love? It’s tough to stay engaged if you work for a micromanaging boss, if the work environment is stifling, or there’s no sense of appreciation from management.

Unfortunately, my experience of feeling disengaged on the job is more the norm than the exception for many people.

Studies show the top reasons employees quit include:

  • Not feeling appreciated
  • No advancement opportunities or development
  • Lack of communication
  • Lack of clarity around expectations
  • A bad boss

Most leaders think the reason employees leave is because of money. While being paid fairly is important, for most employees, other factors like a great work environment, a good boss, and work-life balance contribute to better engagement at work.

So, how do you ensure you keep your top employees? Below are three simple tips for increasing engagement on your team.

Upgrade your leadership skills. Being a leader is more challenging today than ever before. Employees have more choices and opportunities. The expectations are higher. Exceptional leaders always look to improve their leadership skills by reading books, listening to leadership podcasts, and attending conferences and training classes to enhance their skills. One of my favorite leadership resources is Success magazine. Each issue is packed with leadership tips and even has a CD with interviews from leadership experts.

Conduct stay interviews. Most organizations conduct exit interviews to gather feedback when employees quit. A stay interview is when you have a conversation before the employee decides to leave. The purpose is to understand what will keep your best employees engaged. If you want to learn how to conduct an effective stay interview, I offer tips in this article: Stay Interviews

Hold regular staff meetings. According to research firm Gallup, employees are three times more likely to be engaged when their manager holds regular staff meetings. Use your staff meetings to set priorities, answer questions, and coach your employees through challenges. Most employees feel they are given little guidance for understanding what is expected of them. Individual coaching sessions and regular staff meetings help to create clarity for your team.

Engagement isn’t just about having happy employees. It’s about having productive employees. And productivity increases your revenues and impacts your bottom line. Productive employees tend to be happier, which decreases your turnover rates. This all adds up to a more profitable business.

Now, I’d love to hear from you. In the comments section below, tell me:

What is one thing you do to keep your employees engaged?

Are You Driving Away Great Employees?

I once worked for an organization that had a 20 page travel policy. This policy went into excruciating detail about the dos and don’ts of travel, including the limits of how much could be spent at each meal. This was just one example of a practice that set the tone of distrust and micromanagement throughout the organization. Whether the company intended to or not, the leadership team created an employer-centered culture that left little room for ownership and empowerment.

As a former human resources executive, I can appreciate protecting the organization by being explicit with boundaries and expectations. But I believe many organizations are taking it too far. We have become so extreme in our efforts to ensure employees don’t take advantage of the organization, that we take an offensive approach by creating policies and practices that nearly take the common sense out of working. The result is a culture where employees feel micromanaged, deflated and uninspired.

Many organizations focus on implementing engagement activities to retain employees, but often neglect to look at practices that might be driving away great employees. What sets the exceptional organization apart from the mediocre organization is a balanced approach to ensure all practices are cultivating an environment of engagement and ownership.

Below are three strategies to ensure you are not driving away great employees:

Shift from employer-centered to employee-centered. This is a leadership mindset that creates the overall culture of the organization. Take a look at all your policies, practices, handbooks, employee experiences, letters, and so on, and determine if they are employer-centered or employee-centered. Do they set a tone of trust and ownership, or of micromanagement and distrust? Employer-centered policies assume that people need everything spelled out for them and are highly specific and rigid.

Employee-centered policies provide guidelines, but treat employees as adults and assumes they will use common sense.

Create an exceptional onboarding experience. Put yourself in the shoes of a new employee when you look at your practices and ask yourself if this is an organization you would love to work for.

If you were a new employee reading over your company handbook, would you bristle, or feel welcomed? One of my clients starting sending an Edible Arrangement to new employees the week before they started work with the organization. The impact from this practice has been phenomenal. The CEO has received appreciate voicemails from new hires, and many have remarked that they felt very special and welcomed. What can you do to create an awesome experience for new hires that wins them over as soon as they join your team?

Become a purposeful leader. Most leaders take a reactive approach to management rather than a purposeful and meaningful approach. A purposeful leader is in touch with the departmental culture and focuses on cultivating an environment of development, coaching, and involvement. Two of the top reasons employees leave organizations is that they don’t receive quality feedback and that they don’t get the coaching they need to develop. Traditional managers are driving away great employees by only reacting when necessary and not designing a meaningful relationship with employees to provide feedback and coaching and involve them in decisions.