When I started in recruitment in the 1990’s, if you were in a job less than 5 years you were a job hopper, but now two years is quite acceptable. Why is that? Why don’t employees stay?
An employee survey of 2000 UK-based employees explored their pain points and why they would consider leaving their jobs. Here are the five most prominent causes of churn that it uncovered.
1. Lack of Career Development Opportunities.
32% of employees resent the lack of career development opportunities on offer.
Strong salaries and benefits packages will only go so far in your bid for retention. Talented employees tend to be the most ambitious and will want to see opportunities for development and career progression within their role. A clear and defined career path is a vital component in your EVP, and something that needs to be communicated and nurtured consistently. Where possible, each employee should have an individual journey mapped out based on conversations with their line managers.
2. Poor Leadership
Just 48% of employees believe their management teams contribute towards a positive environment
Over half of the people who keep our businesses ticking over have fundamental issues with those in charge. The employee-manager relationship will always be prone to stresses and strains, but the way we address these problems needs adapting. As a starting point, leadership should be present and consistent at every level of the organisation. If your company hasn’t undergone some form of management training, our study suggests it might be time to make the first move. In addition, frequent dialogue through feedback surveys or informal conversations is a good way to uncover what’s causing latent frustrations.
3. Lack of Company Vision
59% of employees don’t feel aligned with their organisational goals.
By and large, people want to work for organisations with purpose and value. Increasingly, employees want to be part of a culture that’s driving towards something incremental. Goal alignment of this kind strengthens leadership and creates flexibility; with a mobilised team working towards shared objectives, businesses can execute strategy faster and with more agility. Just 48% of employees believe their management teams contribute towards a positive environment. Achieving this means encouraging your workforce to think beyond their personal and team objectives, towards a wider company movement. Use internal channels to promote the brand’s progress towards achieving its goals to give direction and focus
4. Lack of Recognition
66% of employees believe rewards would increase loyalty
Indiscriminate pay increases are rarely economically viable – and would do little to increase long term retention. Almost two-thirds of employees agreed that regular personalised benefits – such as cost-saving perks, free meals, and gym memberships – would be appreciated as recognition for their loyalty and personal investment. The key is to align any reward programmes with your organisation’s goals, that could mean improving skills or increasing retention. The most successful programmes contain a blend of instant recognition, leadership buy-in, and personalisation.
5. Lack of Communication
35% of employees identify a lack of communication as their biggest frustration at work
A lack of organisational communication frustrates employees even more than poor leadership. If an organisation fails to articulate its requirements on both an individual and a collective level, employees will lack direction and drive.
The most practical solution to work-related frustrations is open dialogue; to candidly discuss issues as they arise. Regardless of the industry you’re in, employers need to engage with their people. Great company cultures are the product of leaders with emotional intelligence, stakeholder experience, employee engagement, and benefits. Employers need to make stronger emotional connection with their stakeholders and bring purpose and value to work.
