No employee up and quits for no reason, and so if you’re having an employee turnover problem you may want to look deeper into their reasons for leaving. If you don’t find the root cause for a low retention rate, even hiring in bulk won’t save you, because your company will be stuck training and hiring employees only to have them quit a few months later.
Here are a few factors to evaluate;
Did they give notice, or quit immediately?
If your employee has been speaking with you or their direct manager about moving jobs, it’s likely they thought the process through and aren’t making a hasty decision. However, if they quit on the spot it could indicate something was just so frustrating about the job they had to walk out. You may want to evaluate your managers, management style, peers and processes to find out how this happened.
Who did they inform directly?
If someone quits and goes directly to HR or to the CEO to do it, instead of their direct report or manager, there was something amiss with the relationship. When someone isn’t comfortable with the person who is supposed to be their supervisor or mentor, the chances are it was a strained relationship.
Take a while to determine why the employee wasn’t comfortable telling their manager first; is there animosity, are they afraid, or is it something else? There have been cases where an employee held their direct manager in contempt because all the work was being pushed down to her so the manager could slack off.
How long were they with the company before quitting?
If an employee quits in under six months from when he or she was hired, the chances are there was a bad fit. They could have accepted your job as an interim position and continued looking elsewhere, or they may have accepted the job expecting a different set up.
However, if your long-time employees are quitting, there’s something you need to fix, and quickly. These are the people who have stuck with your company through a lot of different scenarios, so if they’re suddenly leaving, something drastic may have happened. If it was a lifestyle change, such as them moving to a different city, then it’s understandable. Other times, it could be a poor change in management, or something else in your business that caused it.
How to determine great fit for the culture
Work with Profiles Asia Pacific to discover your best fit. We have profiling assessments that will give you insight into the personality, skills, and character traits (and weaknesses) of your job candidates, so you can choose the best one. Learn more about how we can help increase your retention rate.