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Losing valued employees is a costly
dilemma for all organizations.
Control attrition by building strong,
high-performance teams.
Is ATTRITION important to your organization?
Employee attrition costs 12 to 18 months’ salary for each
leaving manager or professional, and 4 to 6 months' pay for each leaving
clerical or hourly employee. According to a study by Ipsos-Reid, 30% of all
employees plan to change their jobs in the next two years. Do the math and
surprise yourself with the cost of attrition for your company.
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Systemic solutions do not replace coaching. Ordinary coaching
is useful when you make simple decisions in controllable environments with single
objectives. Systemic coaching is wonderful when you must make difficult
decisions in complex environments or with ambiguous objectives.
Martyn Carruthers
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Although employee turnover can help organizations
evolve and change, an American Management Association survey
showed that four out of five CEOs view employee retention as a serious issue
for organizational success. If managers know the real causes of attrition,
managers can control attrition and retain employees. Each retained
employee can save money and lead to better opportunities.
Why Employees Leave
When a company culture is based on respect, trust, care and
accountability - few employees leave. Most employees leave their work for reasons
other than money - and your organization can correct these reasons. Most
leaving employees are seeking opportunities that allow them to use and develop their
skills.
Leaving employees want more meaning in their work.
They often indicate that they want to use their qualities and skills in
challenging teamwork led by capable leaders.
- Managerial staff cite career growth and
leadership as the major factors that influence attrition and
retention, together with "opportunities for management"
"ability of top management" "use of skills and abilities"
and work/family balance
- Professional employees cite concerns about
supervisory coaching, company direction and interesting work
- Clerical employees voice concerns such as type of
work, use of skills and abilities and opportunities to
learn
- Hourly employees assess whether they are treated with
respect, whether they have competent managers and if their work
is interesting
What Employees Want
Most people commit to managers and companies for about two
years, according to a study from Walker Loyalty Reports, quoted by Terry Bacon
in the book What People Want. Read what the survey found:
- 91.5% wanted honesty and integrity from their manager.
- 89.2% wanted their manager to hold everyone accountable
to the same standards.
- 86.7% wanted to trust--and be trusted by--their manager.
- 84.7% wanted to respect--and be respected by--their
manager.
- 81.2% wanted to be able to count on their manager.
- 77.4% wanted to be a part of the team and to be asked for
ideas and solutions.
- 76.2% wanted their manager to be genuine.
- 74.4% wanted their manager to appreciate them for who
they are and what they do.
- 73.9% wanted manager to listen, understand, and respond.
When you understand what people really want (and what they
don't want) from a manager, you can find ways to keep them longer. The same
survey also indicates what most employees don't want:
- 2.9% wanted their manager to be a friend or companion.
- 14.2% wanted interesting conversations with their manager.
- 24.4% wanted their manager to care for them.
- 25.4% wanted emotional support from their manager.
- 28.8% wanted a cheerful or happy manager.
- 29% wanted their manager to be fun-loving or good-humored.
Employee Orientation
New employees who attend a positive
orientation program are 70% more likely to still be with the company
three years later (from a report by Corning Glass).
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Since your coaching, we have
three requirements when we hire staff; they must like people, they must often
smile and they must be generally happy. You helped us set up good
interview strategies and you helped some of them clean up their blocks
to being happy ... now some people would do anything to work for us.
London, UK
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Mergers/Acquisitions
Lee Hecht Harrison, a HR consulting firm,
advised, "Far more employees will leave following a restructuring than
are laid-off or terminated as a result of downsizing. This lost talent and
cost can be minimized through good communication."
Exit Interviews
Exit interviews provide an excellent source
of information of internal problems, employees' perceptions of the
organization, underlying workplace issues, and managers' leadership
abilities.
Ineffective Managers
High employee turnover can usually be attributed
to poor managerial performance, emotional intelligence and ineffective leadership.
Poorly selecting or improperly training managers can be expensive...
A Workforce Magazine article, "Knowing how to keep your best
and brightest," reported the results of interviews with 20,000 departing
workers. The main reason that employees chose to leave was poor management. HR
magazine found that 95 percent of exiting employees attributed their search for
a new position to ineffective managers.
Hire Attitude; Teach Skills
We can help you hire and inspire
appropriate employees ...
- Our Expert Modeling
can rapidly transfer expert skills within a workforce
- Provide periodic refresher courses to
maintain team purpose and functionality
- Build positive, friendly, teamwork attitudes
and commitment to customer services
- Help new employees feel comfortable as
they participate as valued team member
Reduce Attrition: Managers & Professional Employees
We can help you adjust
your company vision and manager's performance reviews to reflect employee
turnover, and provide mentoring and interpersonal training to inexperienced
managers.
- Develop and communicate a strong strategic
vision
- Provide relationship coaching and help people
develop to their potential
- People rarely leave jobs, they leave
managers! Coach managers in relationship skills
- Reward managers for their relationship skills -
not only for technical know-how and results
Reduce Attrition: Clerical & Hourly Employees
We coach people
to communicate better. Most employees want to know
more about their occupation. Here are a few ways ...
- Address staff by their first names
- Involve employees in organizational planning
- Update employees with technical information
- Let employees know that their opinions are valuable
- Titles cost little and remind employees that they are valuable
- Compliments and thanks cost little and can bring great
benefits
- Keep employees informed - don't let them hear important
news via rumors
- Create community with activities such as informal meals
or events outside work
- Privately criticize what the employee can do
better and explain how to do it better
- Publicly praise what the employee has accomplished and
say why it was important
Online Coaching & Mentorship
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