Causes of Employee Turnover
6 Common causes of employee turnover and workforce managers role in how to prevent them.
The workplace communication and workforce managers play an important role in preventing employee turnover.
Common causes of employee turnover and workforce managers role in how to prevent them.
Workforce managers, workforce management systems, human resources professionals as well as industrial psychologists all have their own theories on the question of - “What causes employee turnover”.
Among the most common causes of employees leaving a company are:
- Excessive workload, an employee doing the work of more than one person. This often entails overtime and necessitating the employee having to take work home. Many employees say that they become overwhelmed and overloaded with work. The increase in stress levels and pressure means that they cannot sustain it and will eventually seek employment elsewhere.
- Management not giving the employee sufficient recognition for the work done, or taking the credit themselves of giving it to the wrong person.
- Not giving the staff member sufficient power to make decisions to get the job done and to progress in the organization.
- Ongoing change initiatives giving the employee a sense of instability.
- Management not giving clear briefs and clear guidelines on their expectations of the employee.
- Poor leadership skills
Other reasons could range from anything from job mismatch, inadequate training or even inadequate compensation plans.
The costs of turnover in a company are huge. It is necessary to understand the role that turnover of employees play and the reasons for it.
Importance of an Employee Engagement Strategy
Employee engagement is a term used to define employees that are involved and enthusiastic about the company they work for. These committed employees are also willing to put in extra effort above their job descriptions in order to help the business succeed. Why should your business care? Consider these benefits of an employee engagement strategy.
Understand their roles. In companies of all sizes, employees may not understand how their job fits into the overall success of their business. Making it that much more difficult for employees to feel motivated or tuned in to helping the business succeed. When employee engagement strategies are used employees get the information needed to improve their skills and feel that there is room for career advancement and long-term success.
Save money. Research has shown that companies with high-numbers of disengaged employees experience decreased productivity. These employees miss more days of work and when they do show up, they are not fully invested. Generally, they also tend to be less loyal to the company and are unlikely to stick around when problems or issues crop up.
Improved connections. A company that creates a culture of engagement creates an atmosphere where employees trust each other and trust their managers. The two-way feedback and shared decision making used in engagement strategies helps employees make connections and get rewarded for their hard-work.
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