HRCI & SHRM Re-Certification Secrets on 7/20 at 11 AM CST. Recert credits available. Register here.
If your company experiences a lot of turnover, it can be difficult to determine exactly why employees aren’t sticking around. Between the cost of recruiting, training, and productivity, you lose a lot more than just employees, so it’s essential to make improvements.
There are so many factors contributing to why a person might leave, but you need to figure out how to pinpoint them so you can retain your talent in the future. Here’s what you need to consider when anticipating future employee needs:
Survey all your employees.
Conduct brief surveys of all your employees who quit. Conduct exit interviews that ask them to anonymously share why they are leaving and what would have convinced them to stay. These results can really help you narrow down specific flaws in the way your company relates to its employees. Find common problems and start fixing them.
Complete our HR & Recruiting Buyer Survey. Enter to win one of five $25 Visa gift cards. Click here.
Additionally, you can survey the rest of your employees about what they like about the company, how they are treated, and what changes they would like to see. This way, you can find out what you’re doing right and continue to make changes to keep your current employees happy.
According to Forbes, the top five reasons employees quit their jobs include stability, compensation, respect, health benefits, and work-life balance. Ask questions about these specific areas to ensure you cover all the most important areas.
Pay attention to employees with strong work ethic.
Happy workers will have much stronger work ethics than their unhappy peers. This means you need to evaluate your employees’ integrity, responsibility, and teamwork. Be on the lookout for the differences among your employees to anticipate turnover. Take a closer look at the needs of your workers who do not have such strong work ethics. It could be something you can easily fix.
It’s also important to factor in different trends into the way you evaluate your employees. For example, the generational differences between Baby Boomers and Millennials do not mean one group has a stronger work ethic than other group; they simply like to work differently. Figure out how your employees prefer to operate and implement changes to fit their needs.
Learn why some positions are difficult to fill.
You should also realize that some jobs are just more difficult to fill than others. You’re not the only one struggling to hire and retain workers in these positions. Some jobs like software developers, truck drivers, IT engineers, and sales representatives are just hard to fill. Learn what the most difficult jobs are to fill and anticipate a struggle when it comes to the hiring process.
If you are hiring for one of these jobs, make an effort to learn the specific needs of these kinds of workers. When you align your needs with the needs of the talent, you can find someone who truly fits in at your company and will stick around for the long haul.
It’s truly important to anticipate the needs of your employees if you want to retain your best talent. Make the happiness of your employees a priority, and you’ll save money, time, and stress. Every hire will be a good one.
What tricks do you have for anticipating employees’ needs?